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A PROJECT REPORT ON Human Resource Management in Steel Industries TATA STEEL LTD -JAMSHEDPUR‖ [Submitted in partial fulfillment] [M.BA Third Semester] Summer Internship Program As a part of the Curriculum of MASTER OF BUSINESS ADMINISTRATION [MBA] From, KOLHAN UNIVEERSITY –CHAIBASA (Jharkhand) Proje...

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A PROJECT REPORT ON Human Resource Management in Steel Industries TATA STEEL LTD -JAMSHEDPUR‖ [Submitted in partial fulfillment]

[M.BA Third Semester] Summer Internship Program As a part of the Curriculum of

MASTER OF BUSINESS ADMINISTRATION [MBA]

From, KOLHAN UNIVEERSITY –CHAIBASA (Jharkhand)

Project submitted by Premchand Kumar jouriyar University registration No- KU1601327 University Roll No- 170709596978 Master of Business Administration,M.B.A (HR), 2016-18. 1

ACKNOWLEDGEMENT At the prime outset we owe are sincere gratitude to the management and allied discipline of TATA STEEL Jamshedpur

for giving an opportunity to undergo the summer training The project report

is inspired from the annual reports of the company market survey and information provided by the employees in required fields Whom I should certainly acknowledge as without their contribution this report would not have been appropriate I also sincerely acknowledge the full co&operation and owe my enriching experience and the entire learning process to my project guides Mr Amit Kr Mehata Mr Sandeep Kr Jaiswal and Mr Vivek Kr Singh and special thanks to Dr B N Prasad %Principal' Jamshedpur worker’s college +Jamshedpur without their help and guidance is would not have been possible to complete the project successfully His constant guidance and help made my project work easier We specially thank Mrs Kolka Dutta Manager %HR.IR' Lime Plant Dept Tata Steel Ltd for his valuable guidance We should appreciate and sincerely acknowledge suggestions from Mr Avijit Bose Head and Lime Plant Dept Tata Steel who has always been my source of incessant motivation and has always extended his unstinted support in the making of this project We also thank Mr Ajay Kumar Singh personnel TMDC for his kind attention to all our problems and queries during the research period Finally I would like to thank my family for their lifelong love and support I especially owe my sincere gratitude much to my parents and also the other faculty members of our college for offering their invaluable experience to help me Without them this work could not have been computed

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PREFACE

We want to express our gratitude to Tata Steel Jamshedpur

for the experience and Practical

knowledge It was the first time when we went to the market not to do anything but to do a survey to know the Market Potential and HR .IR practices The main requirement was to interact with Worker and know the management functions The project consists of company details

market research

data collection method

and

questionnaire and data analysis We hope that our findings and recommendations would help the company to analyses its strategy in comparison to its competitors We are obliged to work in such an esteemed organization and have tried our best to align our objective with the company’s goal

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EXECUTIVE SUMMARY TATA Steel is the leading Steel producer of HR sheet CR sheet structural steel construction steel commercial Tubes and many more product in the market with a well&established national and international network It delivers quality and enjoys enormous brand equity It faces threat from competitors who try to turn the market to their side by scoring over the points where TATA STEEL product falls short Therefore we HR student as management trainees in TATA STEEL have undertaken a project to find out how to increase the potential productivity and efficiency of an employee

TATA STEEL&Jamshedpur2 & Our main objectives are2 4 To find out and compare the Work environment at major companies in steel Producer 5 To measure the threat of substitution from another segment 6 To find out the critical factors that might result in loss of market share and brand equity The sole purpose of our research work is to benefit the TATA STEEL in following ways2 i Critical factors of HR once identified can be worked upon so as to eradicate the risk of losing Company HR policies 5 Working on the problematic areas would also save its reputation in the market 6 Knowledge about strengths and weaknesses of the competitors from the same segment would help the company build its HR strategies accordingly so as to maintain or increase its Goal and company policies 9

Realizing opportunities as new working environment development substitution from the

segment This report is precise and purely specific to its purpose targeted to enable Managers to take relevant decisions 4

TABLE OF CONTENTS Particulars

Chapter No. 1.0

Human Resource Management

1.1 Meaning of Human Resource Management 1

2

3

4

5

Page No. 7 8-9

1.2 Characteristics of Human Resource Management

10-12

1.3 Need and Importance of Human Resource Management. 2.0 Human Resource Management in Tata Steel Ltd. ( Overview Of Tata Steel Ltd) 2.1History, vision and Mission Of Tata Steel Ltd.

13-16

2.2 Business Divisions Of The Tata Steel Ltd. 2.3 HRM Background and Practices. 2.4 HR Practices and Methods. 3.0 Job analysis, Job Design and Job Evolution.

19-28 29-31 31-32 33

3.1 Job analysis

33-39

3.2 Job Design

40-48

3.3 Job Evolution. 4.0 Human Resource Planning

49-50 51

4.1. Recruitment: 4.2 Selection 4.3Placement 4.4 Induction & orientation 5.0 Human Resource Development 5.1 Management Development: 5.2. Career Planning & Development:

52 52 53 53 54-56 56 57-59

5.3. Organizational Development: 6.0 Compensations Management

17 18

59 60

6

7

6.1. Compensation 6.2. Compensations and Benefits 7.0 Human Relations 8.0 Human Resource Management in Steel Industries. 5

61-62 63-64 65-66 67

8

9 10 11 12

13

14

8.1. HRM in small private steel industries

68

8.2. HRM in Public Sector steel industries

69

9.1. Role of Human Resource Management 9.2. Responsibilities of Human Resource Management: 10.0 Employee Relations In Tata steel. 11.0 Current HR Challenges Faced by Tata Steel Ltd. 12.0 HR Development in Tata Steel Ltd. 12.1 12.2 12.3 13.0 HRM Issue in Tata Steel Ltd.

70-71 72 73-74 75-77 78 79-82 83-84 85-90 91

14.0 Leave and Support Scheme Run by HRM Tata Steel Ltd. 14.1 Types of Leaves. 14.2 Support Scheme Organise By Tata Steel Ltd. 15.0 Organizational Profile of Tata Steel Ltd.

92 92-95 95-105 106-108

15.1 Ownership Structure (Tata Steel) 15.2 Leadership Structure 15.3 Key performance indicators (Tata Steel India) 16.0 Training and Development Function in Tata Steel Ltd.( Analysis Of Secondary Data)

109 110 111-112

17

17.0 Risk matrix of Tata steel Ltd-Jamshedpur.

114-115

18

18.1 BCG Matrix Analysis Of Tata Steel Ltd

116-117

15

16

19

113

18.2 BCG Matrix Analysis Of Tata Group

118

18.3 SWOT Analysis Of Tata steel Ltd.

119

19.0 Key Finding.

120

19.1 Suggestion and Recommendations.

121

19.2 Limitation Of the Study.

122

19.3 Conclusion.

123

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CHAPTER&4 4 : Human Resource Management Human Resource Management or Personnel management is the activity of Managing personnel usually employees In any organization managing personnel is the process of making sure the employees not the customers are as productive as they can be This can include hiring firing or transferring people to;from jobs they can do most productively

Why name 2Human Resource Management2< Human3 Refers to the skilled workforce in the organisation Resource2 Refers to limited availability or scarceness Management3 Refers how to optimize and make best use of such limited and a scarce resource so as to meet the ordination goals and objectives Altogether human resource management is the process of proper and maximise utilisation of available limited skilled workforce The core purpose of the human resource management is to make efficient use of existing human resource in the organisation The Best example at present situation is construction industry has been facing serious shortage of skilled workforce It is expected to triple in the next decade from the present 6: per cent will negatively impact the overall productivity of the sector warn industry experts

7

44

Meaning of Human Resource Management2&

A business unit needs employees to look after different activities This is Called manpower or Human resource Such human resource needs to be developed fully so that it will make positive Contribution for the progress and prosperity of a business unit For this Systematic development and management of human resources is necessary Human Resource Management HRM deals with a Training b Self&development c Promotions d Performance appraisal of manpower recruited in an organization

8

HRM is an organized learning experience aimed at matching the organizational need for career growth and development It is a process involving series of learning activities designed to acquire desired level of competence among employees HRM is a continuous process and it needs money Such investment creates a team of efficient skilled and trained manpower which brings success and stability to a business unit HRM programmers offer long term benefits to an organization Every organisations> desire is to have skilled and competent people to make their organisation more effective than their competitors Humans are very important assets for the organisation rather than land and buildings without employees humans no activity in the organisation can be done Machines are meant to to produce more goods with good quality but they should get operated by the human only

Definitions3 Many great scholars had defined human resource management in different ways and with different words but the core meaning of the human resource management deals with how to manage people or employees in the organisation

Edwin Flippo defines& HRM as “planning organizing directing controlling of procurement development compensation integration maintenance and separation of human resources to the end that individual organizational and social objectives are achieved ”

The National Institute of Personal Management %NIPM' of India has defined human resources A personal management as “that part of management which is concerned with people at work and with their relationship within an enterprise Its aim is to bring together and develop into an effective organization of the men and women who make up enterprise and having regard for the well A being of the individuals and of working groups to enable them to make their best contribution to its success”

9

According to Decenzo and Robbins

“HRM is concerned with the people dimension” in

management Since every organization is made up of people acquiring their services developing their skills motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organsational objectives This is true regardless of the type of organization A government business education health or social action”

10

4 5 Characteristics of Human Resource Management2 i Upgrading Manpower2& HRM is basically concerned with the upgrading of manpower working in an Organization This leads to improvement in the individual performance of an employee and also corresponding Improvement in the organizational performance

ii Stress on Training2 HRM includes various schemes arranged for providing education guidance Training and Opportunities to learn and develop employees of all categories and working in different Departments

There is an integrated use of sub&systems

training

career developments

Organizational development in the HRM programme

iii Attention to learning and career development2& Learning self&development career developments are possible through HRM Programs These are the core areas of HRM Career development is possible through joining Training courses Reading books and periodicals Learning and career development raise the capacity of Employees to work at highest levels They are given higher positions with monetary benefits

IV Organizational Development2& HRM includes organizational development which includes effective Communication within the Organization coordination of different activities elimination of Conflicts of different types and Creation of orderly atmosphere in the whole organization

11

V Team Spirit2& HRM is basically for developing team spirit in the whole organization For this departments and levels of management are properly integrated Team spirit facilitates Orderly growth of the Organization in the right direction

VI Huge Money spending by Management2& All companies invest huge money on HRM activities but such expenditure is absolutely essential for survival in the present competitive business world HRM programs Create matured skilled and efficient manpower which is a valuable asset of a business unit

VII Termination of Employment2& Termination is an unpleasant part of any manager‘s job Employees Occasionally must be terminated for breaking rules of failing to perform adequately

VIII Continuous Activity2& HRM is rightly treated as a continuous activity due to new developments taking place regularly in the business world For this on the job and off the job training Programs are introduced from time& to&time

IX Wide Scope2& The scope of HRM programs is very vast It is multi&disciplinary in character Training and guidance are given on different aspects of business management to enable managers to deal with complex managerial problems and challenges

12

9 : Need and Importance of Human Resource Management3; A good HR department is critical to an employee&oriented productive workplace in which employees are energized and engaged Here are the reasons why •

HR monitors the culture Some organizations say that HR owns the culture but as in all other employee relations matters I recommend that the ownership is spread across all employees

•

HR owns the overall talent management processes In conjunction with other managers HR leads the way in management development performance management succession planning career paths and other aspects of talent management HR can>t do it alone and relies heavily on managers and executive staff to help plan and execute the strategies However HR has to bring new ideas and effective practices into the organization

•

HR is responsible for the overall recruiting of a superior workforce Once again HR cannot do it alone but must provide support to hiring managers who are also responsible for recruiting a superior workforce

HR must provide leadership

training

scheduling

assistance a systematic hiring process recruitment planning processes interview expertise selection monitoring and more •

HR recommends market&based salaries and develops an overall strategic compensation plan HR provides guidance to managers as they determine the salary ranges within their organizations

•

HR researches recommends and implements employee benefits programs that attract and retain your best employees HR is also responsible for controlling costs and considering various options before recommending adoption

•

HR is responsible for recommending and instituting strategies for people and the organization that further the attainment of the organization>s strategic goals If your

13

organization is changing direction developing new products changing mission vision or goals HR must lead the way with employee programs and processes •

HR makes sure that workplace activities events celebrations ceremonies field trips and team building opportunities are occurring Other employees plan and implement the activities with or without HR>s help but the HR leader is generally responsible for monitoring the budget and providing committee oversight

•

HR advocates for employees who have issues or conflict with management and coaches managers and executives who seek a more effective approach to working with particular employees Not everyone loves each other but they need to develop effective working relationships for contributions and productivity HR can help by knowing the players and taking on the necessary role of advocate coach and;or mediator

The importance of HR is easily overlooked in the busy day&to&day in the workplace but without contributions in each of these areas

the organization would be less successful

14

i To create stable labor force2& HRM programmes are needed in order to create stable efficient skilled and matured manpower required by an enterprise for the present and future period

ii To update the quality of manpower2& HRM activities are needed for updating the quality of manpower as per the growing and changing needs of an enterprise This avoids managerial obsolescence Even the Vacancies at higher levels can be filled in internally due to HRM programmes as they provide training and opportunities of self&development to employees working at lower levels

iii To develop strength for survival2& HRM programmes are necessary for survival in the present competitive Marketing environment An enterprise can face market competition only by improving quality reducing costs and avoiding wastages All this is possible through HRM

iv To face challenges of technological changes2& Technological changes are taking place rapidly in every area of business HRM programmes are needed in order to absorb technological changes taking place with Speed In fact introduction of new technology computers automation etc will not be possible unless training is provided to the manpower

v To satisfy the demand of self&development of employees2& HRM is needed to meet the needs of employees in regard to self&development and career development aspirations Employees demand training facilities refresher courses Promotions and

15

transfers career guidance etc for their self&development HRM programmes are needed to fulfill self&development and career development of employees

vi To meet future manpower needs2& HRM is needed to meet the future manpower needs of the organization Executives managers supervisors leave the job or retire due to age factor Competent juniors must take their positions HRM is needed in order to keep ready a team of competent managers as a second line of defence

vii To facilitate expansion and diversification2& HRM activities are needed to meet the manpower requirements resulting from expansion and diversification programmes undertaken at the enterprise level Attention should be given to HRM much before the introduction of expansion programme

viii To utilize production capacity fully2 & HRM is needed in order to use the available production capacity to the optimum level It provides skilled manpower for this purpose

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CHAPTER&5 5 : HUMAN RESOURCE MANAGEMENT IN TATA STEEL LTD OVERVIEW OF TATA STEEL LTD Tata Steel Limited

formerly Tata Iron and...