Human Resource Management

At Tata Steel, They believe that developing and maintaining a conducive

work culture is imperative for an organisation to attain its full potential. They are
focussed on sustaining an engaged and skilled workforce that is capable of
delivering on the commitments to our stakeholders and making us ‘future ready’
structurally, financially and culturally. As part of their Strategy 2030, They aspire
to become the ‘Best Workplace in Manufacturing Sector’.
Human resource has always been a key differentiator for Tata Steel. Their ability to
deliver long-term value rests on the principles of participative management. This
culture of working together – management and union – has ensured over 92 years
of industrial harmony. Our culture exemplifies our core values and nurtures
innovation, creativity and diversity. It encourages high performance through
continuous development and opportunities for growth, enhancing engagement and
experience through our distinctive reward and recognition programmes.

HUMAN RESOURCE MANAGEMENT GOALS

Best Workplace in Manufacturing Sector in India
Improve employee productivity
25% diversity in workforce by 2025
 To be a benchmark in employee engagement and experience

HUMAN RESOURCE POLICIES

  Tata Steel is an equal opportunity employer.
 Tata Steel recognizes that its people are the primary source of its
competitiveness.
 It will pursue management practices designed to enrich the quality of
its employees,develop their potential and maximize their productivity.
 It will aim at ensuring transparency,fairness and equity in all its
dealings with its employees.
 Tata Steel shall strive continuously to foster a climate of
openness,mutual trust and team work..

Fundamental approach to business

  From its very inception, Tata Steel has been a showcase for worker
welfare schemes. Today, the Human Resource Management
function is a strategic partner in our business. They firmly believe
that people are their greatest asset and they adopt best practices
to ensure healthy employee relations, employee growth and
development as well as work satisfaction.
 They have, over the decades, implemented trendsetting policies,
the most recent being the first in the manufacturing industry to have a
5-day work-week. We were also declared as the ‘Best Place to Work in
the Core Sector’ in the Business Today, India Survey 2016.

 Besides Paternity Leave, Work from Home and Extended Maternity

Leave, other initiatives include Mosaic, a Diversity and Inclusion
Campaign that emphasises meritocracy, gender diversity, a friendly
infrastructure for differently-abled employees and increased
participation of women in senior leadership.

Key Iniatiatives by the company

Health and Well being

They organise bi-annual holistic health check-ups as well as annual extensive
investigations for all employees.

They conduct regular checks to ensure that first aid centres across our plants are well-
equipped and manned by experienced doctors and paramedics. Our ‘Doctor at
Doorstep’ initiative sees teams of doctors, technicians and nurses visiting Tata Steel
employees on shop-floors to counsel them on lifestyle management and treatment at
Indian operations.

Ensuring Access to nutritious food

Apart from providing air conditioning at all employee canteens, we have taken steps
to ensure consistency in the quality of food at all our canteens. Tata Steel also
provides specialised training to canteen staff to improve service levels and has
committees in place that are responsible for continuous improvement .

Setting high standards for health and safety

Tata Steel has set quality standards by monitoring office seating arrangements as well
as mobile equipment such as cranes to ensure that their ergonomics are above par.
Air pollution control systems have been installed at our plants to reduce dust levels
and more and more equipment can now be operated remotely, making onsite jobs
safer and less strenuous. Our 'Mobi-safe' mobile application allows employees to
report any unsafe condition/act in the workplace, besides offering features for online
detection of hazardous gases as well as visual displays of the shop floor for better
understanding of work processes.

Several initiatives were introduced they are:

 Agile working policy – among the first across industry to enable employees to
work remotely from anywhere in India
 Connected workforce system – to enable real-time tracking and access control of
workforce to ensure safety and well-being during the pandemic
  Introduction of employee net promoter score to measure employee experience
across key touchpoints
 People Care, 24x7 COVID-19 helpline was introduced to support employees
during the pandemic
 Digital onboarding and induction programme for ~450 trainees; 62,000+ e-
learning assignments
 Tata Steel was recognised by the United Nations Global Compact Network India
for its efforts on ‘Being Focused on People during and post COVID-19’.

Roles And Responsibilities:

1. Human Resource Planning

HR managers are responsible for planning and achieving organizational
objectives. They usually engage in identifying, preparing, and executing
business goals with top-level executives.

The role of HR manager includes analyzing and acknowledging team

leaders (TL) about their expected vs. actual results. They also help TLs
better understand their target and create strategies to achieve them.  

2. Job Analysis and Design

As mentioned above, human resource planning requires assigning the
right resources to the right project. And if the right person is not in the
organization, HR managers are responsible for designing the job
analysis to hire them.
A job analysis includes

Job description
Employee’s position in the organization
Who the employee should report to
Resources the employee will need to perform the job efficiently

 Individual data related to the post, such as technical skills, work experience, etc.

 Work schedule

 Salary and incentives

 Personal attributes, such as personality, values, and interests

In addition to this, The responsibilities of the HR manager includes

  Job rotation: Transferring employees from one task to another depending on the
requirement and their skills

 Job enlargement: Merging previously distributed (similar) tasks into one job

 Job enrichment: Adding more responsibility to an employee’s job 

 Creating high-performance working groups: Building teams to

complete tasks that require high levels of performance

3. Hiring Candidates
Finding and hiring the right talent is a very complex process. Modern HR managers do more
than just post job requirements in portals to fill open positions. They develop strategic solutions
to attract the right candidates to fulfill the demands of the business. 
An HR manager might also be responsible for a company’s employer brand reputation—or at
minimum, guiding the branding. Employer branding is a critical part of communicating a
company’s culture and work-life balance to potential employees. As more and more candidates
search for open positions via social media, managing employer brand is likely going to overlap
with an HR manager’s job duties. 

From screening potential candidates on job portals and social platforms like LinkedIn to

interviewing them, HR managers have to follow an organized approach for hiring the best
suitable employee for the organization.

4. Training and Development

Hiring the best candidates is just half the job. HR managers need to train and upskill them to
maximize their return on investment. 
The type of training and development new employees require depends on their experience. For
example, if they are freshers, managers might need to arrange for skill-development training
programs to ensure their work meets the industry standards.

However, if the recruits already have a few years of experience, managers might only need to
train them about company policies. 

5. Design Workplace Policies

It is essential for HR managers to design workplace policies to reduce conflicts, legal issues,
and improve employee productivity. These policies are designed in a way that protects the
interests of both the employees and employers alike. 

Though workplace policies differ from organization to organization, the things it includes
remain the same in every company, such as:  
  Standard operating procedures

 Anti-harassment and non-discrimination 

 Paid leaves, sick leaves, and time-off benefits

 Meal and break periods

 Time tracking

 Employee attendance and punctuality

6. Monitor Performance
Closely related to training, HR roles and responsibilities include examining employee
performance records to identify the scopes of improvement and arranging training workshops to
upskill them. 
93% of employees say professional growth is a priority. By providing employees with a chance
to learn something new and grow professionally, you can create a positive environment and
boost employee loyalty. 

7. Maintaining Work Culture

As an HR manager, it is your responsibility to shape and maintain organizational culture. It is

essential to create a positive impression of the company from day one, so the new employees
know what to expect. 

Besides, a person’s performance depends largely on the environment he is working in.

Therefore, you need to instill a certain level of comfort to eliminate any stressful atmosphere
that might affect employees’ performance. 
8. Resolve Conflict
In every organization, employees come from diverse backgrounds. And when people with
opposite opinions meet, the chances of having a conflict rise significantly. Whether the issue is
between two employees or an employee and the management, it’s the HR manager who has to
intervene and resolve it. 

Besides, the HR manager must listen to both parties without being biased or judgemental. They
also need to go to the root of the matter, which includes questioning other employees. 

Depending on the type of conflict, HR managers also hold the right to fire an employee.
However, this situation usually arises in cases of harassment in the office.

9. Ensure Health and Safety of Employee

Employees are the asset of the organization. Unless they are safe and healthy, they won’t be
able to give their best to the company. Thus, HR managers need to ensure the health and safety
of employees. 

The way you plan for your employees’ health, and safety varies from company to company. For
instance, for organizations that provide cab services to their staff, HR managers need to make
sure that they are coming/reaching safely. It usually requires them to track the GPS of company
cabs, call the employee/driver, keep a tab on the expected vs. actual arrival time. 

Other roles of HR managers, in terms of health and safety of employees, include:

 Arranging an on-premise doctor for emergencies

 Arranging an on-premise ambulance

 Setting employee health benefits

  Setting up a sick room in the office for employees to rest, in case they are unwell

 Organizing fire safety training workshops 

 Ensuring the food in the canteen (if you have) is hygienic

10. Rewards and Incentives

Lastly, HR managers need to reward employees based on their performance and other factors
like punctuality. The biggest benefit of rewarding workers is that it creates a desire for other
employees to excel at their job in the hope of getting incentives. 

The type of rewards and incentives could be anything, such as holiday packages, a word of
appreciation and recognition, promotions, or bonuses. 
Conclusion

HR managers are responsible for creating and managing a strong team. Whether it is human
resource planning, job analysis, hiring the right talent, or resolving conflicts within the
organization, it’s the HR manager who handles these tasks.

Interpretation:

Tata Steel is one of the largest company in India,making business across the
globe.Based on the information presented above we came to know that Tata
steel gives more importance to their human resources, than any other
resource in the business.Health and Safety are the first and foremost priority
of an employees for this organization,I wish this kind of caring could
continue forever.If anyone joins tata then they will never go for other job
because they treat employees as a resources.