TATA STEEL

Goals:
Tata Steel Group is committed to the pursuit of challenging targets, and to safety, environmental

protection, continuous improvement, openness and social responsibility in every aspect of our business around the world. They have set four key corporate goals to achieve by 2012:

Value creation: Deliver a 30% return on invested capital (ROIC ) Safety: Achieve an industry leadership position by driving down our lost time injury frequency rate (LTIF ) to a maximum of 0.4 incidents per million hours worked Environment: Reduce carbon dioxide (CO 2) emissions to less than 1.9 tonnes per tonne of liquid steel (t/tls)* People: Rank as an employer of choice in the top quartile across all industries.

Vision:
We want to become the World Class Benchmark on both Value Creation and Corporate Citizenship

Mission:
To be the unified face of the Tata Steel Group in global markets, maximizing Value and Growth To maintain a continuous and growing presence in selected global steel consuming sectors, enabled through our sourcing expertise Our committed employees create value by connecting suppliers and customers through providing Customized Products and Services Solutions .

Human Resource Policies:

Manpower Planning:

Manpower planning enables HR department to project its short to long term needs on the basis of its departmental plans so that it can adjust its manpower requirements to meet changing priorities. The more changing the environment the department is in, the more the department needs manpower planning to show: The number of recruits required in a specified timeframe and the availability of talent.

Early indications of potential recruitment or retention difficulties. Surpluses or deficiencies in certain ranks or grades. Availability of suitable qualified and experienced successors.

Performance Appraisal:

Performance appraisal assesses an individual's performance against previously agreed work objectives. Performance appraisal is normally carried out once a year.They assess key result areas of their employees, workers and supervisors. Since it is a joint responsibility of the individual and the supervisor; every individual inTISCO are co prime to each other.It also enables management to compare performance and potential between employees and subordinates of the same rank. Rating of employees is done by their performances. It is given as per ranks very good, average, and average to medium and below average. On the basis of these rankings highest reward of the year is given to best suitable worker.The better performing employee gets the majority of available merit pay increases, bonuses, and promotions. Training and Development: The Technical Education Advisory Committee guides employee development and training in line with strategic goals of the company and long-term objectives. The inhouse training centers impart majority of the training programmes.(Technical Institute &Management Development Centre). Employees are also deputed to other organizations and training centers in the country such as ITI and abroad for specialized Training. Officers are trained into business managers through special general management programmes such as at CEDEP, France. They are trained to know the changes in environment, market, and in steel prices. They also get training of problem solving techniques, conflict management, etc Developing Employees: At TATA steel , there is continuous effort of staying in touch with employees to ensure that there is the right culture to engage them in consistent performance improvement. There are well- established and effective arrangements at each business location for transparent communication and consultation with Works Councils and Trade Union representatives. Further, the Company has always registered steady quality improvement and productivity enhancement through dedicated efforts of the companys performance Improvement teams, focused on technical best practice transfer and the value of knowledge networks. Towards the well being of employees TATA steel has input into practice many initiatives, events and programmes that have helped to create not only an enduring many initiatives, events and programmes that have helped to create not only an enduring loyalty amongst employees but also enabled them to have a more fulfilled life.

 Special benefits provided to employees: Medical facilities: Free medical facilities for employees and their family, which continues even after retirement. Housing facilities: Subsidized electricity, water and housing facilities to all employees. Higher studies: Monetary incentives to employees acuiring higher qualifications in a related field along with study leave, scholarships etc when necessary. Holiday Homes: Tata steel has five holiday homes for benefit of employees during vacation. Tata Steel officers: All officers of TATA steel are eligible to be members of the beach Club that offers holidays in elite hospitality chains. Family Benefit Scheme: In the tragic case of a fatality in the Works, a monthly pension equal to the amount of the last drawn salary of the deceased is given to the legal heir until the time the deceased would have attained the age of 60. Developing People: Valuing its people as a great asset,Tata Steel is committed to their development, both in order to benefit the individual and to benefit the Company through increased knowledge and skills. In order to leverage maximum potential of human resource to achieve business objectives the Company recognizes that enrichment of people will help retain a motivated workforce in a competitive environment. Skill development: Non officers Skills training are a process that begins at the time of an employee joining the company and continues throughout his or her career. Employees work in clusters of multi-skilled workers and move across and within clusters on improving their skills levels.The Technical Training Institute imparts vocational and basic skills training; the departments impart on-the-job training. In order to promote self-directed learning, the Company has introduced e-learning whereby employees can access electronic courses from their departmental e-Learning centers Skill development: Officers Tata steel management Development centre conducts a number of managerial and functional competency based programmes for officers and supervisiors. The onjectives of these programmes are: To build individual capability by enhancing managerial and functional competencies which are critical to operations, service and support functions. To build a leadership pipeline in the organisation to prepare the people to meet the challenges of growth. Globalisation and change. Equal opportunity Practices:

Tata Steel is an equal opportunity employer and does not discriminate on the basis of race, caste, religion, color, ancestry, marital status, sex, age or nationality. The Companys Affirmative Action Policy promotes equal access to its employment and opportunities and all decisions are merit based. Respect for equal opportunities as set out in the Tata Code of Conduct is followed. The HR Policy and Affirmative Action Policy are monitored by the Ethics Counselor and supported by an effective grievance redressal mechanism. Tata Steel encourages female employees to advance their career with initiatives dedicated towards personal development and professional advancement. The Women Empowerment Cell examines and addresses the issues and concerns of female employees and ensures that they do not miss out on any growth opportunity. Freedom of association and collective bargaining: Tata Steel respects the employees right to exercise freedom of association and collective bargaining and provides appropriate support for this. There is an established system of joint working and collective bargaining, which ensures that every employee is able to exercise this right without any fear. Pioneering the concept in India, a system of Joint Consultation has been in place in Tata Steel for more than 50 years

Organization structure:
MD Tata Steel India

Vice President (Safety and Flat Products) Execuitve Incharge

Chief (Business Development)

Chief (Operation and Management)

Chief (Design and Technical ) President (TISCO mazdoor union)

Head (IT Services)

Chief (Operation and Management)

HEad (HR/IT)

TGS Accounts (SR manager)

Head (Quality Assurance)

Head (Project Management)

Head ( Supply Chain)

Head ( Planning and Schedule)

Head ( improvement)

Head ( Coordination)

Secretary ( TISCO mazdoor Union)

Purpose of the Inventory

The inventory is intended to serve as a ready reckoner to managers to fix work shifts among the skilled workforce and allocate overtime work among them. It is assumed that shifts are allocated according to the skills, such that at least one employee of every skill is available to work in a shift so that the production line keeps going. For this, the manager can prepare a pivot table using the inventory taking various skills in either of the axes to distribute work among workers. Also, in times of work overload, the work can be distributed among the workforce based on criteria fixed by the organization by using the inventory.