HUMAN RESOURCE POLICIES

OF TATA PROJECTS LIMITED.

ANANTH NAG PUSALA

AG14059

SAMPATH KRISHNA

AG14003

SANDEEP M

AG14015

ARIHANTH GUNDA

AG14062

SHARATH CHANDRA S

AG14018

Human resource policies of Tata projects limited.

Tata projects limited has been rated the Most Admired Construction
Company in India. We are one of the fastest growing construction
companies in the country.
Employees have a sense of pride being part of a Tata Group. Being a
Tata Group Company, our credentials in the infrastructure sector
differentiate us. Being a services company, employees are central to
our organisation and we believe in hiring the best people and giving
them the freedom to work. We encourage employees to take
calculated risks, learn from failures and constantly improve. We have
a diversified business portfolio within the company, and offer mobility
to employees.
1. Tata projects is listed in BSE and NSE
2. Tata projects has executed over 900 projects worth US$ 61billion.
Business verticals:
Industrial Infra

Urban Infra

Services

Power
Transmission
Railways
Metals
Water
Oil & Gas
Construction

Buildings
Urban Transport
Airports

Quality Services

3. Tata Projects has a team of over 2700 employees, 1400 +

Engineers, 22,000 associated work force carefully selected for their
knowledge, capabilities, and aptitude and value systems. Every
member of the team undergoes periodical training to ensure that
they are abreast with the state-of-the-art technology and latest

construction practices. Tata Projects employs around 100 women.

We have strategies to enhance the number of women employees in
the company.

4. Recruitment 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
Sources of Recruitment:
Lateral-from the Industry:
Experienced talent is recruited from the industry. These lateral
recruits go through multiple rounds of interviews with the senior
management before they are accepted onboard. On joining there is a
formal induction into the company and introduction to people and
processes.
Campus recruitment:
Tata Projects regularly visits the campuses of leading engineering and
management institutes to recruit talented students. We believe that
this is an important factor in keeping our company at the cutting edge
of the industry. New ideas and fresh approaches are introduced into
the organization in this manner on a regular basis.

The selection procedure involves resume submission, group

discussions and a few rounds of interviews. Once hired, the fresh
recruits undergo rigorous induction programme to understand the
company, its culture and know what exactly is expected from them.
We invest a lot into this group in terms of training and mentoring by
senior management so that they can be groomed to take up
leadership roles in the organization.
Consultants:
Consultants are recruited based on project requirements. The
duration of the assignment is solely need based and can vary from 1
to 12 months on a part-time or full-time basis. As these are ad hoc
recruitments, it is best to keep an eye on this section for openings
Internships:
Tata Projects offers "Summer Internships" for students form premier
engineering and management Institutes. The summer internships are
for a period of 8-12 weeks from April to July.
Students are selected for these internships from campuses as well as
from applications directly sent to the company. These internships
provide hands-on exposure and an opportunity to apply theoretical
learning to real-life situations.
We use this avenue as a way to identify talent that we would like
recruit. It is not unusual for us to make a pre- placement offer to
students who can join us after completing their education.
Orientation programme:
All new hires - either trainees or laterals, have a line of sight with the
senior management team of the company, during induction. Being a
project company, safety is utmost importance to us. Every employee
who joins necessarily goes through one full day of training on safety
as part of the induction. Apart from ethics and safety, employees learn
about the Tata Group, Tata Projects and culture of the organisation.

All trainees visit at least three project sites during the first one year of
their training period.
5. 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 in-house training
centres impart majority of the training programmes.(Technical
Institute &Management Development Centre).
Employees are also deputed to other organizations and
training centres in the country such as ITI and abroad for
specialized training.
Officers are trained into business managers through special
general management programmes.
They are trained to know the changes in environment, market
prices.
They also get training of problem solving techniques, conflict
management, etc.
6. PERFORMANCE APPRAISAL:
Our performance management system recognises that while rolerelated goals have to be achieved, every employee also has to
contribute to building the organisation. In line with this philosophy,
every employee has hard goals related to his role and soft goals linked
to building the organisation.
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 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.
7. Retention policies:
COMPENSATION PLANNING
It depends on financial capabilities.
Yearly increments are given.
Compensation for inflation is common for all employees.(flat
rates)
It is decided by management where various demands are
negotiated.
It is paid as per other industries.
Individual performance bonus is also given.
Benefits provided to employees:
They have a policy to encourage and support employees to acquire
higher qualification.
They also have an aggressive health insurance policy for employees
that covers their family, including dependent parents till the age of 90
years.
They also have policies that take care of hardships at remote site
locations.