Human Resources

Talent Management & Career Planning

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 focussed 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 focusses on managerial learning which consists of modular programmes with tie-ups with various
management institutes.

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

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 benefitted 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 focussed measures and deliverables.