Tata Steel Hr Policy Essays and Term Papers

  • unilever

    A Fortune 500 company, the Tata Steel Group is the world's second most geographically diversified steel producer, employing around 80,000 people across five continents in nearly 50 countries. The Group's vision is to be the world's steel industry benchmark in 'Value Creation' and 'Corporate Citizenship'...

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  • Stusy of Organisation Climate of Tata Steel

     Study of the Organizational climate of Jharia division of TATA steel Ltd Contents 1. Introduction 2. About TATA STEEL Ltd: - My organisation 3. Methodology 3.1 rationale of study 3.2 Objective of the study 3.3 Hypothesis test 3.4 Questionnaire of the survey 3.5 Statistical analysis...

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  • Metamorphosis of Tata Steel -the Challenges of Change Management

    METAMORPHOSIS OF TATA STEEL -THE CHALLENGES OF CHANGE MANAGEMENT "There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things." — Niccolo Machiavelli The Prince (1532) "In times...

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  • Compensation Report

    A STUDY ON COMPENSATION OF OVERSEAS MANAGERS TATA STEEL, JAMSHEDPUR Prepared by ...

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  • Job Design and Employees Motivation

    All in a day's work Employee empowerment is the latest buzzword in business and a variety of Tata companies are working overtime to place their people in the driver's seat The crowd holds its collective breath as Pakistan speedster Shoaib Akhtar prepares to strike. But the batsman, B Muthuraman...

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  • Strategic Human Resource Management

    order to make a decisive impact on the organisation's overall performance. Human Resource Management is concerned with philosophies, practices, and policies influencing the management of people in organisation so as to attain competitive advantage. That's why before moving on to describe the process oriented...

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  • Hr Policies of Infosys

    INFOSYS HR POLOCIES Internally developed code of conduct and policies to guide us The following policies on various sustainability issues are adopted uniformly through out the reporting entity. HIV (+) & AIDS CONTROL POLICY Tata Steel would take measures to prevent the incidence and spread...

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  • Tata Steel

    HISTORY Tata Steel Corporation is India’s top steel producing company. It has done so by being the cost leader in the industry thus allowing it to offer prices lower than that of its competitors. The company has also successfully secured the trust of the country’s consumer population by expanding and...

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  • Hr in Manufacturing Sector

    MANUFACTURING SECTOR 4 3. RESEARCH DESIGN: COLLECTION OF PRIMARY and SECONDARY DATA 6 4. HR STRATEGIES AND POLICIES 8 • VOLVO 8 • TATA STEEL 10 • MARICO LTD 13 5. REFERENCES 17 Background Information about...

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  • Manufacturing sector

    includes all intermediate processes required for the production and integration of a product's components. Some industries, such as semiconductor and steel manufacturers use the term Fabrication instead. The manufacturing sector is closely connected with engineering and industrial design. Examples of major...

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  • Effectiveness of Training and Developement

    Contents 1) ACKNOWLEDGEMENT 2) TITLE DISCRIPTION 3) TATA STEEL INTRODUCTION 4) HERITAGE 5) COMPANY PROFILE 6) STRATEGIC BUSINESS UNITS 7) MANAGEMENT 8) VISION 9) MISSION 10) POLICIES 11) VALUE 12) INTRODUCTION TO THE TOPIC 13) TITLE OF...

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  • The Tata Corus

    Dr Narender Lal Ahuja ecch: 310-277-1 London Business School REF: CS-10-001 Date: 2008 The Tata Corus Merger A Visionary Deal or a „Winner‟s Curse‟? Tata Steel had been declared the winner in a heated battle for the Corus Group, topping an offer from CSN (Companhia Siderurgica Nacional) group...

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  • Development of Cost Structure in CRM, Bara

    Established in 1907, Tata Steel completed 100 years in the financial year 2007-08. Post the acquisition of Corus, Tata Steel Group is now the world’s 6th largest steel company with current steel deliveries of 32 million tonnes. Set up as Asia’s first integrated steel plant and India’s largest integrated...

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  • Managing and Organising for Performance

    TATA GROUP Introduction: Tata group as now called was founded by Jamsedji Tata in 1968 and got its name of its founder whose family has been the chairman of the group till date. This shows how Tata has followed the traditional authority. The present chairman of Tata group is Ratan Tata who took over...

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  • Linking Hr Strategy

    Rishikesha T. “Linking Corporate Strategy and HR Strategy: Implications for HR Professionals,” In R. Padaki, N.M. Agrawal, C. Balaji and G. Mahapatra (eds.) Emerging Asia: An HR Agenda, New Delhi: Tata McGraw-Hill, 2005, pp. 215-223. Linking Corporate Strategy and HR Strategy Rishikesha T. Krishnan Associate...

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  • Best Practices in Hr- the Journey of Tata Group

    those that live. There is a pioneer of these value driven business practices in the history of corporate India, the TATA group. Understanding the journey of Tata group in the perspective of HR practices can help us examine the role of people or employees in the success of an organization. For this let us...

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  • Tata-Research

    Working Capital Management & Analysis – A study on TATA RYERSON LIMITED MATERIALS MANAGEMENT SERVICES INDEX SL.NO | CONTENTS | PAGE | 1 | Introduction | 4 | 2 | Corporate Social Responsibility | 5 | 3 | Milestones | 6 | 4 | Shareholders Information | 7 | 5 | Cash Flow...

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  • Resume

    field/ De-bottlenecking/ Expansion/ Performance De bottlenecking/ improvement projects – from concept to Commissioning, Operations of Mines in Tata Steel. I have C Steel developed excellent relationship management skills, analytical and negotiation skills with deftness in xcellent , swiftly ramping up projects...

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  • Executive Summary

    Institutional Design: Steel was under a fairly strict framework of regulation till 1992 and the erstwhile policy was to allocate scarce investment and infrastructure resources for optimum and planned development of the industry and to make available this scarce industrial intermediate...

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  • Director - Human Resources

    indicators for each process: This is the second stage where in the major behavioural indicators for each competency are identified by the members of the HR team that needs to be performed to produce the desired outputs. The behavioural indicators (Skills, Knowledge, Attitudes) needed for greater performance...

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