Overall Evaluation of the Manpower Planning System

"Attract the good, advance the better and retain the best" The Tata Motors Talent Acquisition Group endeavors to recruit talent which drives the culture of customer focus, high performance and seamlessness. The company believes that people are wheels to the sustained growth, which depends on their efforts in attracting and retaining talent by improving the brand through employee delight and loyalty. The company aims to acquire quality talent at the right cost and time, with values and competencies commensurate with overall Tata Group philosophy and desired culture. Equal opportunity and fairness are the guiding principles in every process of recruitment.

How it works
As a strategic part of the Human Resources function, the Assessing Agency undertakes an annual manpower planning exercise in the month of February/March, based on the approved business plan for the unit. The Assessing Agency collates data provided by the departments on the bifurcation of vacancies between grade families and Divisions, and draws up a manpower plan. The plan covers Bargainable, Supervisory and Managerial employees as also Cadre Group requirements. The plan is approved by the Appropriate Authority and then communicated by the Assessing Agency/Location HR to Departmental Heads. Recruitment strategy is defined by Location HR as per the Organizations policies and guidelines.

Challenges around negotiation

Talent Acquisition Lateral

Corporate HR Commercial HR Pune CVBU Pune PCBU Pantnagar Sanand Jamshedpur Lucknow ERC

Cadre
Graduate Engineer Trainees Internal / External Employee Wards Officer Trainees Post Grads in Psy, Stats, Eco, Com, Science External / Internal Summer Internship Program Post Graduate Trainees Management Trainees / Tech

Cadre Hiring Snapshot from April 2010- March 2011

Cadre
GET PGT (Tech) MBA OT Total

2009-10
192 36 32 9 269

2010-11
251 45 41 7 344

Trends 2010-2011

Process Improvements from April 2010-March 2011

Relevance of Internal Recruitment

Job rotations for employees is a must for organizations (30%) IJP provides a platform for career development of existing employees It helps in reducing the attrition of talent within the organization by providing them with an opportunity to gain knowledge and broaden their horizon It also instills a sense of confidence and acts a motivating factor for the employee It also helps in developing employees with knowledge of various functions and roles with the organization Helps create a competitive and learning atmosphere in the organization

Issues & Challenges

Low contribution of IJP in overall recruitment Candidates not released for as long as 6 months Long Cycle times Preference to an external Candidate Withdrawal of application on selection Long Delay in release Pressure from the parent department Grade / Promotion of applicants Moving employees mistreated at the time of grade normalization during the appraisal cycle. Lack of Quality of applications for advertised positions Jamshedpur 9 openings with no suitable applicant Low applications for some profiles Sanand No applications for ads Pantnagar No applications for ads Same group of employees applying for openings Commercial Function Applications based on location and not roles. Employees discussing a proposed barter of profile / locations on MyTataMotors portal