Divya Ramesh Anumalla FYBMS: 14004

\

Submitted to,

Mr. Vinod Nayak

1

PROJECT ON

2

INDEXSr. no.

Topics Page nos

1 Introduction 4

2 Profile 6

3 History 7

4 Background 8

5 Training 9

6 Staffing 13

7 Recruitment 15

8 HRD 18

9 Human Resource Policy 21

10 Employees Benefit 22

INTRODUCTION

3

Established in 1907, Tata Steel is a flagship company of the $66 billion Tata Group, one of India's largest and most respected business houses. Tata Steel recently acquired NatSteel, Asia (2 mtpa) and Millennium Steel (1.7 mtpa) adding up to its annual capacity of 28 million tonnes globally. The Tata Steel Group recorded a turnover of $33 billion in 2007-08. Tata Steel is Asia's first and India's largest private sector steel company. In an attempt at globalization.

Backed by 100 glorious years of experience in steel making, Tata Steel is among the top ten steel producers in the world with an existing annual crude steel production capacity of 30 Million Tonnes Per Annum (MTPA). Established in 1907, it is the first integrated steel plant in Asia and is now the world`s second most geographically diversified steel producer and a Fortune 500 Company.

Tata Steel has a balanced global presence in over 50 developed European and fast growing Asian markets, with manufacturing units in 26 countries. It was the vision of the founder; Jamsetji Nusserwanji Tata., that on 27th February, 1908, the first stake was driven into the soil of Sakchi.  His vision helped Tata Steel overcome several periods of adversity and strive to improve against all odds. Tata Steel’s Jamshedpur (India) Works has a crude steel production capacity of 6.8 MTPA which is slated to increase to 10 MTPA by 2010. The Company also has proposed three Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India with additional capacity of 23 MTPA and a Greenfield project in Vietnam.

Through investments in Corus, Millennium Steel (renamed Tata Steel Thailand) and NatSteel Holdings, Singapore, Tata Steel has created a manufacturing and marketing network in Europe, South East Asia and the pacific-rim countries. Corus, which manufactured over 20 MTPA of steel in 2008, has operations in the UK, the Netherlands, Germany, France, Norway and Belgium.

4

Tata Steel Thailand is the largest producer of long steel products in Thailand, with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini blast furnace project in Thailand. NatSteel Holdings produces about 2 MTPA of steel products across its regional operations in seven countries. Tata Steel, through its joint venture with Tata BlueScope Steel Limited, has also entered the steel building and construction applications market.

The iron ore mines and collieries in India give the Company a distinct advantage in raw material sourcing. Tata Steel is also striving towards raw materials security through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50 joint venture company for coal mining in India. Also, Tata Steel has bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore mining.

Exploration of opportunities in titanium dioxide business in Tamil Nadu, ferro-chrome plant in South Africa and setting up of a deep-sea port in coastal Orissa are integral to the Growth and Globalization objective of Tata Steel. Tata Steel’s vision is to be the global steel industry benchmark for Value Creation and Corporate Citizenship. Tata Steel India is the first integrated steel company in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management.

5

PROFILE

Type : Public (BSE:500470)

Founded : 1907

Headquarters : Ratan Tata (Chairman)Hemant Nerurkar(Managing Director)

Industry : Hot and Cold Coils & SheetsWire and RodsConstruction Bars, PipesStructurals and Forging Quality Steel

Revenue : US$32.77 Billion (2009)

Total assets : $31.16 Billion (2009)

Employees : 66,548 (2009)

Parent : Tata Group

Website : www.tatasteel.com

6

HISTORY

Tata Steel (BSE: 500470), formerly known as TISCO and Tata Iron and Steel Company Limited, is the world's sixth largest steel company, with an annual crude steel capacity of 31 million tonnes. It is the largest private sector steel company in India in terms of domestic production. Ranked 258th on Fortune Global 500, it is based in Jamshedpur, Jharkhand, India. It is part of Tata Group of companies. Tata Steel is also India's second-largest and second-most profitable company in private sector with consolidated revenues of Rs.1,32,110 crore and net profit of over Rs.12,350 crore during the year ended March 31, 2008.

Its main plant is located in Jamshedpur, Jharkhand, with its recent acquisitions the Company has become a multinational with operations in various countries. The Jamshedpur plant contains the DCS supplied by Honeywell. The registered office of Tata Steel is in Mumbai. The company was also recognized as the world's best steel producer by World Steel Dynamics in 2005. The company is listed on Bombay Stock Exchange and National Stock Exchange of India, and employs about 82,700 people (as of 2007).

Tata Steel was established by Indian Parsi businessman Jamsetji Nusserwanji Tata in 1907 (he died in 1904, before the project was completed). Tata Steel introduced an 8-hour work day as early as in 1912 when only a 12-hour work day was the legal requirement in Britain. It introduced leave-with-pay in 1920, a practice that became legally binding upon employers in India only in 1945. Similarly, Tata Steel started a Provident Fund for its employees as early as in 1920, which became a law for all employers under the Provident Fund Act only in 1952. Tata Steel's furnaces have never been disrupted on account of a labour strike and this is an enviable record.

7

Background

Tata Steel is India's largest private sector steel company. The company's steel-making and finishing facilities have the capacity to produce more than 30 million tons of crude steel. Tata Steel's products include hot and cold rolled coils and sheets, galvanized sheets, tubes, wire rods, rings and bearings. Its domestic facilities are located in Jamshedpur in eastern India, and Tata's international operations include UK steel giant Corus Group, Singapore's NatSteel, and Tata Steel Thailand. The company also owns interests in coal and iron projects that supply the steel maker with raw materials. The Tata Group owns about 30% of the company.

Tata Iron & Steel Company Ltd. (TISCO) is the iron and steel production company associated with the Tata Group of some 80 different industrial and other business enterprises in India, founded by members of the Tata family. TISCO operates as India's largest integrated steel works in the private sector with a market share of nearly 13 percent and is the second largest steel company in the entire industry. Its products and services include hot and cold rolled coils and sheets, tubes, construction bars, forging quality steel, rods, structural, strips and bearings, steel plant and material handling equipment, ferro alloys and other minerals, software for process controls, and cargo handling services. Through its subsidiaries, TISCO also offers tinplate, wires, rolls, refractories, and project management services.

8

TRAINING

Training and Development

Safety is a high priority area. Several movements to inculcate a culture of safety have been practiced, but the Company needs to do more to prevent accidents and improve its safety record.

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 programs. (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 programs 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.

Tata Steel recognizes the importance of continuous enhancement of knowledge, skills and capabilities of its employees and has invested greatly in education, training (both on and off the job) and development. It has adopted a multi pronged strategy to deliver the right kind of training, to the right person at the right time.

The organization's learning and development initiatives are geared to meet the company's vision. A climate conducive to enhancement of knowledge, skills and capabilities of its employees is an integral part of the training process. The company's training and education programs are designed keeping career progression and employee performance into

9

consideration. High performers are exposed to world class training programs conducted by institutes like CEDEP; Wharton, IIM (A), INSEAD and MIT based on requirements.

Quality Programs are also rolled out in-house by TMTC, XLRI and IIMs for its officers. Development in managerial competencies and leadership elements, especially for the officers, is now also being addressed through on-the-job assignment, rotation, working in task forces and committees.

In addition the company gives study leave facility for higher education and also provides sponsorship for Masters/ Doctoral level programs at world class institutes.

The company offers summer internship for a maximum of eight weeks to third year engineering and final year management students from selected campuses across the country.

Tata Steel offers an excellent training opportunity to promising third year students through its summer internship program. The relationship teams carefully select the summer interns and each summer intern is given a challenging live project to work on during the period of their internship. Interns are paid a fixed stipend per month for the period of their internship. Accommodation and transportation is also provided.

Each trainee has to present his research work on completion of their project to a panel of experts. The panel evaluates the project of each trainee and then recommends Pre Placement Offers (PPO) to the selected students based on their performance.

Candidates who accept the PPO are offered the Tata Steel scholarship for their final year of study. The respective relationship team and the recruitment wing of HRI keep a close contact with these candidates till the time they finally join the company.

10

BUILDING PEOPLE

Training of Employees

The workforce in Tata Steel is broadly divided into two categories (i) officers and (ii) unionized employees. the average hours of training per year per employee in the two categories over the last four years.

Table: Training details02-03 03-04 04-05 05-06

Training man hours per non- Officer per annum

44.41 52.45 52.50 42.16

Training man hours per Officer per annum

17.95 20.06 14.87 14.06

The additional data with regard to employee training at Tata Steel:

Table 6.5 : Employee Training at Tata Steel02-03 03-04 04-05 05-06

Average number of employees on roll

45629 42511 40508 38182

No. of employees trained 43248 36262 39648 37952Training man days 583848 561995 533085 468286Man days per employee per annum

13.5 13.22 13.16 11.93

Total man hours for non- officer at SNTI

1734275 1997356 1851144

1436525

Total man hours for officers at TMDC

75344 90156 65325 59806

Program days 18230 18080 18090 15833Total number of new programs

58 45 51 47

Program Quality index (5 point scale)

4.65 4.68 4.66 4.68

Faculty Quality index (5 point scale)

4.52 4.65 4.79 4.75

11

Training expenditure per employee

Rs.4114 Rs.4338 Rs.4473 Rs.5134

No. of summer trainees 979 1217 1193 658No. of officers nominated for external training program

745 804 830 611

No. of participants in one year Foremanship program

45 52 55

12

STAFFING

The staffing requirements of the Tata group span an extraordinary range of disciplines, from the pure sciences to applied engineering and the entire spectrum of business management skills. Individual Tata companies prepare and implement their recruitment strategies in alignment with their business goals and within the overall vision and practices of the group as a whole.

Inter-company mobility is an integral aspect of leadership development in the Tata group. Through cross-company movements, managers are exposed to different industries and functions, enabling them to become knowledgeable about various business scenarios (start up, consolidation, acquisition, etc). Inter-company mobility helps the Tata group develop and nurture industry and sector experts, while also creating functional experts (by rotating them through different companies in the same function).

High-potential managers often feel the need to move into new areas of work to recharge their batteries, build up their own abilities and realise their personal aspirations. The Tata group encourages job mobility within its companies as a means of building know-how, generating synergies, and encouraging initiative and self-improvement. This strengthens internationalism, professionalism and diversity, and adds to the group's competitive strength, while providing satisfaction and choice to the individual.

Tata Steel recognises the importance of continuous enhancement of knowledge, skills and capabilities of its employees and has invested greatly in education, training (both on and off the job) and development. It has adopted a multi pronged strategy to deliver the right kind of training, to the right person at the right time.

The organisation's learning and development initiatives are geared to meet the company's vision. A climate conducive to enhancement of knowledge, skills and capabilities of its employees is an integral part of the training process.

13

The company's training and education programs are designed keeping career progression and employee performance into consideration. High performers are exposed to world class training programs conducted by institutes like CEDEP; Wharton, IIM (A), INSEAD and MIT based on requirements.

Quality Programs are also rolled out in-house by TMTC, XLRI and IIMs for its officers. Development in managerial competencies and leadership elements, especially for the officers, is now also being addressed through on-the-job assignment, rotation, working in task forces and committees.

In addition the company gives study leave facility for higher education and also provides sponsorship for Masters/ Doctoral level programmes at world class institutes.

14

RECRUITMENT

Through 2008-2009, the Tata Steel Group has continued to demonstrate that the recruitment of the best of talent and the engagement of its employees is an asset through both high and low demand cycles in the industry.

The Tata Steel Management Trainee Programme and the Corus Graduate Programme continue to attract and offer exciting career options to young engineers who are from amongst the best colleges of the country. The Group has continued the recruitment of apprentices, graduates and targeted external middle and senior management staff to meet the current need and prepare the bench strength for future operations.

Tata Steel recruits its Graduate Engineering and Management trainees from selected Engineering and Management Institutes of repute across the country. The company has taken various initiatives to attract talent from these campuses. Campus relationship program has been designed to have a long-term partnership with the selected campuses by offering support in areas of mutual interest. Each campus is owned by a dedicated campus relationship team under the chairmanship of a senior executive to provide focused relationship building initiatives with these campuses. The summer internship being provided to promising talent under the campus relationship program attracts promising youngsters and is a major source of recruiting fresh talent in Tata Steel.

Tata Steel is also committed to promote the development of core disciplines in engineering institutes and has launched the Tata Steel Scholar scheme in order to make the Steel industry an attractive career option to talented youngsters and to encourage/support bright students in technical fields. This program has been received well by the campuses and will contribute to development of talent pool in core engineering disciplines in India.

The Tata group has for some time now been broadening its horizons and looking beyond India. Its companies are concentrating on global competitiveness, leveraging global opportunities and acquiring global capabilities. With attractive

15

compensation packages, positive and productive work environments and challenging assignments across the world, the Tata Group is committed to being the employer of choice wherever it operates, attracting and retaining the best of professionals.

By developing a structure, systems and a workplace culture that provides challenging jobs, rewards performance and delivers opportunities continuously, the group is striving to get the best out of its most valuable asset — its people. Powering that quest is an entire range of human resource initiatives aimed at realizing the potential of Tata employees. Individual Tata companies prepare and implement their recruitment strategies in alignment with their business goals and within the overall vision and practices of the group as a whole.

The group offers critical and challenging roles in a wide range of industry segments. Its talent management goals are geared to creating a pipeline of potential leaders. The group does this through robust leadership-development systems that accelerate the development of current and potential leaders, a performance culture that's calibrated through rigorous processes, and reward mechanisms that are among the best in the corporate universe.

SHAVAK NANAVATI TECHNICAL INSTITUTE, TATA STEEL LIMITED

RECRUITMENT OF JUNIOR ENGINEER TRAINEES

The following candidates have qualified in the written test held on 28th December 2008. They are requested to appear in the interview as per the program given below along with all the original certificates, marksheets and admit card. The interview will be held at Shavak Nanavati Technical Institute, N-Road, Bistupur, Jamshedpur – 831001.

05-JAN-2009AT 9 AM

05-JAN-09AT 2 PM

06-JAN-2009AT 9 AM

06-JAN-09AT 2 PM

100337

200846

101368

500964

101844

202829 103746

100372

200877

101464

500989

101871

202993 103871

16

100391

200879

101471

501074

101938

203059 103921

100403

200885

101488

501427

101951

203092 103951

100405

200952

101544

501716

102065

203106 104116

100407

201119

101556

501727

102100

203131 200590

100510

201188

101558

102130

203338 201218

100568

201291

101631

102139

203437 202051

100597

201305

101666

102143

302013 202272

100636

201346

101669

102209

302016 202350

100671

201359

101700

102392

302047 202395

100682

202053

101708

102432

302126 203018

100689

202255

101718

102857

302259 203305

100732

202706

101720

102889

302312 203448

100765

203595

101818

102899

302558 203453

100884

204013

101830

103080

302868 203486

100897

300351

201439

103273

302880 203593

101013

300460

201522

103382

303301 203696

101035

300581

201545

103438

304022 203743

101151

300690

201722

103456

501925 203767

101252

300692

201755

103458

501955 203898

101313

300715

201815

103492

501959 203931

200139

300857

201877

201966

502009 203967

200229

500003

201888

201967

502030 204137

20029 5000 20191 20198 50231 301743

17

1 24 2 5 520038

55000

3120196

220199

450238

9 40056520041

85001

0930088

120204

050242

2 50355520054

35003

1630172

120211

950268

5 50357120064

05003

2230174

820216

750275

6 50365120078

65003

7630175

620220

750299

5 50373020081

65005

5230200

820241

050302

3 50378020084

25005

8050085

620282

450340

8 50380250355

4 503896Note: The list is not in order of merit.

B.N. SarangiChief, Employee Training & Development

18

HUMAN RESOURCES DEVELOPMENTS

The Group has continued to invest in and improve its managerial and technical capabilities through the internal development of its own employees across Europe, India and South East Asia.

To bridge functional skill gaps and to identify candidates for focused learning in line with the current and future needs of Tata Steel, a scheme called ‘Directed Learning Initiatives’ was introduced in Tata Steel. The emphasis was to create a pool of experts in different technical areas. Apart from creating specialists, the policy also focuses on managerial learning which consists of modular programs with tie-ups with various management institutes.

With a view to augment the technical capabilities of the employees, a pilot program in line with the Technical Competency Assessment System was introduced in Tata Steel. Based on the results, the learning from the program will be introduced to the rest of the organization.

The Performance Improvement Committee has continued to focus on improving both knowledge management and the adoption of best practices across the Tata Steel Group. This has benefited TSE alongside the other operations of Tata Steel, NatSteel and Tata Steel Thailand.

During the year, a greater focus was assigned to the ‘On-the-Job Learning’ for executives. This is being offered through cross functional assignment/taskforce, role enhancement/enrichment and improvement Initiatives. The executives were also encouraged to undertake special projects arising from their work assignments which had focused measures and deliverables.

Government of Jharkhand and Tata Steel Sign Partnership Pact for Prosperity 17 Million Tonnes New Steel Capacity in Jharkhand

The Government of Jharkhand and Tata Steel Limited signed four separate Memorandums of Understanding (MoUs) on relating to the setting up new green-field steel capacity and enhancement of

19

capacity of the Jamshedpur Works as well as development of the State's skilled technical manpower on September 8, 2005.

Setting up a 12-million tonnes per annum green-field integrated steel plant in the Manoharpur and Seraikella areas of Jharkhand.

Expansion of Tata Steel's existing plant at Jamshedpur from 5 million tonnes per annum to 10 million tonnes per annum.

Co-operation in the area of Human Resource Development through Polytechnic.

Co-operation in the area of Human Resource Development through Industrial

Training Institutes (ITI)

The MoUs were signed in the presence of Shri Arjun Munda, Hon'ble Chief Minister of Jharkhand, Mr Ratan Tata, Chairman, Tata Sons Limited, Cabinet Ministers and other important government dignitaries and senior officials of Tata Steel at a function held at the Chief Ministers residence in Ranchi. The MoUs were signed by Mr. P P Sharma, Chief Secretary, Government of Jharkhand on behalf of the State Government and by Mr. B. Muthuraman, Managing Director, Tata Steel Limited.

According to the MoU, the 12 million tonnes per annum green-field integrated steel plant will be set up in two phases. The first phase of 6 million tonnes per annum is likely to be setup within 36 months to 54 months from the date of obtaining all statutory clearances. The project will also include the development of iron ore mines and other raw materials sources including coal and logistic linkages for this plant.

The MoU for the expansion of the Jamshedpur works from the present 5 million tonnes per annum to 10 million tonnes per annum is also expected to be undertaken in two phases. The first phase of expansion to 7 million tonnes is already underway. The order for the key equipments has been placed and the current phase of the expansion is expected to be completed by 2008.

Government of Jharkhand and Tata Steel have also entered into two MOUs to cooperate in the field of Human Resource Development with an objective to impart technical and job

20

oriented training to the youth of the state through up gradation of polytechnics and Industrial Training Institutes through expert assistance. These initiatives in the field of human resources development will enhance the availability of skilled technical manpower in the State and will increase the employability of the youth of Jharkhand and bring them into the mainstream of industrial development of the state.

Speaking on the occasion, Mr. Muthuraman said, "We have been present in the State since our inception and the signing of these MoUs reaffirms our commitment towards the development of the State. The new integrated steel plant and the expansion of the Jamshedpur steel plant will give further impetus to the industrialization of the State.

The MoU for cooperation in the field of Human Resource Development in the State and Tata Steel's commitment towards the State's unique Health Insurance Scheme for those living the Below the Poverty Line are in line with our belief that the 'community' is the purpose of an enterprise".

Established in 1907 by its Founder J N Tata, Tata Steel is the flagship of Tata Group, the most trusted corporate name in the country. It has one of the most modern steel making facilities and is also one of the lowest cost producers of steel in the world. It currently produces 5 million tonnes of steel per annum at its Jamshedpur plant and has recently invested in NatSteel Asia , which has a capacity of about 2 million tonnes per annum of finished steel. The steel company is focused on the sophisticated automobile and the construction sectors. A benchmark in corporate social responsibility and corporate governance, it believes in improving the quality of life of its employees and the communities it serves.

21

HUMAN RESOURCE POLICY

Tata Steel recognizes that its people are the primary source of its competitiveness.

It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce.

It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity.

It will aim at ensuring transparency, fairness and equity in all its dealing with its employees

Tata Steel will strive continuously to foster a climate of openness, mutual trust and teamwork

Employee benefits

22

We are able to pay our consultants the top dollar salary as we work with only the end clients and the prime vendors. Hence we are able to get the best rates for our talented consultants, who in turn get the best salary.

Some of the benefits available to eligible employees are:

Medical, dental Insurance Life Insurance and Accidental Death for employee Prescription drug coverage 2 Weeks of paid time off / vacation policy Regular paid holiday policy Business referral policy Recruiting bonus policy Over-time pay Direct deposit Training 401K Savings plan

Tuition reimbursement for education.

TISCO Group Inc offers one of the most generous and comprehensive benefits plans in the industry. The combination of these programs gives TISCO Group Inc employees a solid base for peace of mind. We are proud of our employee benefit program and believe it goes a long way to showing our employees, how much we value them.

The benefits given to employees beyond those legally mandated are summarized below and also presented in the box. The steel company has spent a sum of Rs.322.37 Million on medical services and Rs.105.802 Million on educational facilities for the employees and their families in the reporting period compared to Rs.307.10 Million on medical services and Rs.139.4 Million on educational facilities for the employees and their families during the year 02-03.

Employee Family Benefit Scheme: In case of untimely death of the employee during his service period, if his/her heir or nominee leaves his Provident Fund & Gratuity with the company, a monthly pension equal to the amount of last

23

drawn salary of the deceased is given to the nominee till the time the employee would have attained 60 years of age.

Family Benefit Scheme: In case of fatality in the Works, monthly pension equal to the amount of last drawn salary of the deceased is given to the legal heir till the time the deceased would have attained the age of 60.

15 days yearly special leave for women executives, with children of less than 5 years of age to take care of their children, in case of sickness.

Basic Plant training of 18 months with stipend to employees’ ward to enhance their employability.

Early Separation Scheme: A monthly pension of 1 time/1.25 times of an employee’s salary depending upon his age and length of service till the time the employee would have attained the age of 60.

24