1. HR PHILOSOPHY OF TATAS PRESENTED BY: GROUP -4 ASHRAF NAWIN NISHAD MOHAN OMAR PALLAVI SINHA PANKAJ KUMAR PARAMESWARAO PRIYALAXMI

2. PHILOSOPHY is: A belief (or system of beliefs) accepted as authoritative by some group. HR PHILOSOPHY : basic assumptions in HR in a particular organization context shapes the way the employees are managed in that organization The mental model that org chooses ,i.e.an ideology Yes, any philosophy of HR has to revolve around the

3. For e.g. lets see Tata Main Hospitals H.R PHILOSOPHY - Attract good people, retain the better people and advance the best people and its nine dispensaries at Jamshedpur provide curative healthcare services to the employees of Tata Steel and their families, free of cost

4. NEED OF HR PHILOSOPY FOR AN ORGANISATION Lack of a clearly articulated philosophy of HR can make organization susceptible to taking up the latest TREND in people management and discarding it soon after to take up the next one. results in inconsistent attitudes/practices in managing employees For e.g. swinging wildly between high empowerment and high control, between large investment in employee development and no investment between intense focus on encouraging employees to form emotional bonds with the company and downsizing and then scaling up shortly after that etc.

5. How crucial the hr philosophy is More importantly, the way the employees are managed will influence how the employees behave in the organizations. Thus wrong philosophy, might result in creating wrong reality. For example, Theory X kind of assumptions/philosophy (i.e. that the employees are inherently lazy and will avoid work if they can) in people management will promote Theory X kind of behavior among the employees. Even though the initial reality/employee behavior might not be in line with Theory X kind of assumptions, after people management based on Theory X assumptions have been practiced for some time, employees might start to behave in a fashion that validates Theory X. This makes people management a

6. How Philosophy and values areformulated The values must be realistic and coherent in order to stimulate dedication in employees. To formulate these values, it is a good idea to determine what factors should guide interpersonal relationships, relationships with suppliers, work methods, as well as the organizations internal decision-making process. A strategic reflection exercise involving the management team may be helpful with regard to formulating common values

7. THE TAJS PEOPLE PHILOSOPHY & STAR SYSTEM - Bernard Martyris, Senior Vice-President, HR, Indian Hotels Company Limited The Tatas Taj Group had always believed that theiremployees were their greatest assets and the very reason for the survival of their business. In 2000, to show its commitment to and belief in employees, the Taj Group developed theTaj People Philosophy (TPP), which covered all the people practices of the group. TPP considered every aspect of employees organizational career from their induction into company till their superannuation.

8. Some of the key points of the Taj Charter are given below: Every employee of the Taj Group would be an important member in the Taj family. Taj family would always strive to attract, retain and reward the best talent in the industry. The Taj family would commit itself to formal communication channels, which would foster transparency. STARS PROGRAM In March 2001, the Taj Group1 launched an employee loyalty program called the Special Thanks And Recognition System (STARS). STARS was an initiative aimed at motivating employees to go beyond their usual duties and responsibilities and have fun during work This program also acknowledged and rewarded

9. Since its establishment, the Taj Group had a people- oriented culture. The group always hired fresh graduates from leading hotel management institutes all over India so that it could shape their attitudes and develop their skills in a way that fitted its needs and culture. The management wanted the new recruits to pursue a long-term career with the group. employees were placed in an intensive two-year training program, which familiarized them with the business ethos of the group, the management practices of the organization, and the working of cross-functional departments.

10. HR PHILOSOPHY OFTATA MOTORS

11. TATA MOTORS have Vast pool of technically competent engineers and managers. Focus on development of technical capabilities Technical Training Centers, Alliance with technical Institutes.Its HR Philosophy Proper utilization of assets Motivating people to work hard Selective hiring Job fitting Training program Better working environment

12. HR Policies Caring, show respect, compassion and humanity for colleagues. Work cohesively with colleagues across the group Encourages self-sufficiency. Rotational assignments and cross-functional mobility allow employees to grow. Employees relatives at Pune have been encouraged to form various industrial co-operatives. The Tata Motors Grihini Social Welfare Society caters to employees women dependents so as to enable a housewife earn a modest amount without neglecting their traditional duties towards the family.

13. Over View of HR in TCS Indias largest tech company is also its best IT employer, An above 70,000 employee-strong organization The company is managing to maintain the lowest attrition rate in the industry. The figure is around 10% when the industry average hovers around 20% in 2010 Currently, 7.5% of TCS workforce belongs to other nationalities and are spread across the globe. The company intends to build a workforce with over 7.5% representation of foreign nationals. It is noteworthy that more than 25% of the employees are females The company has adopted the diversified workforce approach in order to create a comfortable environment for clients & employees . several HRs quote TCS as an example of best diverse

14. According to Anjali Prayag, - TCS has added a local flavor to all its existing HR policies.S. Padmanabhan, Executive VP, Global HR,further asserts that -

15. TATA AIG Mumbai Tata AIG offers exciting opportunities to learn, contribute and build careers. As a leading name in the fast-paced insurance industry, it is constantly growing and are always in search of bright talent across all levels. The Companys philosophy is