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Monday, January 27, 2020

Tata Group

Tata Group Tata Group Introduction Tata Motors, the number one automobile company in India, holds a position of prestige also in the international market. Apart from India the company has its operations is many international markets such as South Korea, Thailand and Spain. It was established in India, in the year 1945; and with the passage of time the company grew larger and larger to become a part of the global arena (Tata Motors, n.d.). Among other factors, a well balanced human resource management is one that helped the company to attain such heights. Tata Motors is a subsidiary of Tata Groups. The parent concern is a well diversified business group which has existence in engineering sector, energy sector, chemical industry and hospitality as well as financial service sector. Tata group is a century old business established in 1874 by Jamsedhji Nusserwanji Tata (Goldstein, 2008, p.6). Tata Group is a conglomerate like many others in developing nations. The diagram provided below will better illustrate the structure on which the company operates. At present the chairman of Tata Group is Ratan Tata, who is the grandson of the founder of the Tata Group. The changing business strategy has compelled the company to shift its management focus from traditional to more contemporary style. This change is adopted to make the company more competitive in the long run. This report gives a fair idea regarding various factors related to the human resource management. These factors include human resource planning, job evaluation, motivation, rewards, criteria for redundancy etc. The report includes relevant theories and their possible application in the context of Tata corp. Task 1 Since its inception, the company was able to develop a strong bondage with its employees and the HR department considered the employees as a strategic partner of the company. Though the nature of business changed from a family owned business to a conglomerate managed professionally by the corporate, but the traditional HR approach is still prevalent in the company. According to the higher management, the company is planning to introduce major changes in its HR practices (Tata-a, 2010). As per the company information, the HR department is taking due care to make the policies more transparent by making it more flexible to suit the changing needs of the employees (Tata-b, 2004). In Tata Ltd, the HR department needs to handle all the necessary activities associated with developing an effective human resource force. Hence the list of the activities range from recruitment selection, remuneration related activities, human resource planning, performance appraisal, human force development, grievance handling and many other such vital activities. Different persons involved in the HR department have different role to do, as for example the responsibilities of line managers in HR practices is to motivate the employees to achieve their target and to put their utmost effort to attain excellence in their performance. For many years the company was practicing traditional management style but to attain competency in international market Tata Ltd decided to change its human resource planning. The company plans to expand its business because the economical conditions are ideal for expanding business practices; hence the company needs to hire more human resource. For making the remuneration policy competent to the industry standards, HR department of Tata Ltd needs to collect information regarding the benchmark level in local market and then to set the pay appropriate to the present market condition. According to Michael Armstrong and Angela Baron, job evaluation is â€Å"a systematic process for defining the relative worth of jobs within an organisation† (Armstrong, Baron, 1995). In simple words it can be said that job evaluation is the process of describing and analysing the positions and making comparisons among duties of different employees in terms of individual responsibilities (Goel, 2008). The main objective of job evaluation is to determine employees wages based on their relative jobs or work in the organisation. It clarifies the responsibilities, authority and functions of employees. It is crucial to remember that it is the process of evaluation of job, not of the person who is doing the job. There are two factors that need to be considered during the process of job evaluation. These are internal equity and external equity of the job. Internal equity is referred to the value of job compared to other jobs in the organisation, whereas external equity of the job is referred to the jobs value in the external market (Bogardus, 2004). To determine more accurate pay structure for the employees, the HR department will have to conduct an in-depth job analysis. First and foremost the manager will analyse the respective job responsibility which the employee needs to fulfil, then they will have to find out the skill and knowledge required for fulfilling the job responsibilities (Gerhart Rynes, 2003, p.84). It is a known fact that if the HR department hires highly skilled employees, the cost of pay will also be high. Hence the HR department prefers to hire semi-skilled employees and then provide training so that the employees are able to gather the required skill and knowledge for fulfilling the respective job responsibilities. The company believes in rewarding the employees for motivating them. Since the time the founder of the company realised the importance of its human resource, he provided a fair chance to its employees to be strategic partners. In 2000 the company announced Performance Ethic Program (PEP) for rewa rding the high performing employees (Tata-c, 2003). Rewards and motivation are interrelated. This relation can be better explained by describing motivational theories like Maslows Hierarchy of Needs. According to Maslow there is a hierarchy of five different needs. These are physiological, safety, social, esteem and self-actualisation needs. Various physiological needs include hunger, thirst, sex, shelter etc. Safety needs are referred to the needs for protection from various emotional and physical harms. Social needs include needs for affection, acceptance, belongingness and friendship. The fourth need which is the esteem need is referred to the need for autonomy, self-respect, achievement, recognition, status etc. Finally the need for self-actualisation is referred to the drive of becoming what an individual is able to become. Each and every person has any one of these needs. A person, who has fulfilled all his physiological needs, would now look for meeting the safety related needs. Generally in an organisation like Tata Corp. empl oyees are expected to meet their physiological and safety needs easily. As a result they would try to meet either safety needs or esteem needs or self-actualisation needs. If rewards that are given from the organisation help employees in fulfilling their needs then they will be definitely motivated. A middle level manager who has already fulfilled his first three needs will certainly look for meeting the other two kinds of needs. He will look for more recognition and status. He will try to achieve all the objectives in his professional life. If the organisation can help him in this process then that help will be considered as a reward. The company can give him more opportunities, responsibilities and more right to make decisions. On the other hand a top level manager is expected to fulfil the needs for self-actualisation. He will be keen to become what he is capable of. The best way to motivate him is to provide him all the opportunities from organisations side and help him in achie ving his personal goals and objectives. The management not only provides monitory but also provides many non-monitory rewards to the employees to enhance their performance and motivation level. Thus it can be said that the HR department of Tata Ltd follows ‘Maslow need theory to motivate the employees. The company thereby follows a Balance Scorecard to appraise employees performance. Task 2 As compared to the other car manufacturing companies, the recruitment policy of Tata Ltd is quite different. For example GM, one of the market leader in car manufacture industry follows a more contemporary recruitment polices whereas in Tata Motor the influence of family owned business culture is distinctly visible. During the recruitment process preference is given to the internal source of recruitment. In GM the recruitment and selection follows a well mapped process of interview and it is more structured but in Tata motor the employees have to go through a chain of event and the interview is often quite lengthy. This is because the management follows both structured as well as unstructured mode of interview. In GM the employees have a well structured exist policy which reduces time lag. As the turnover rate is moderate, the management prefers to finish all the formalities as fast as possible. On the other hand in Tata Corp the employees generally maintain a lifelong relation; hence the HR department maintains a rudimentary and traditional exit policy. Taking into account the comparison between the HR policies of Tata Motors and GM, it can be concluded that Tata Motor needs to introduce certain changes in their selection process. The company should attract more potential employees who are eager to learn and become a valuable asset for the company. Hence the company needs to restructures its selection process and if required the recruitment activity can be outsources to save valuable time of the HR department. There should be fair criteria for selection regarding redundancy. Criteria for both mandatory and voluntary redundancy need to be capable of justification and must have proper objectives which should be aligned to the overall organisational objectives. There should not be any biasness in the selection criteria in the form of gender, pregnancy, marital status, family status and disability. Redundancy criteria can be influenced by the factors like performance appraisals, efficiency at the work, tenure of the employment and attendance record (CCH Asia Pte Limited, 2009). Conclusion When compared to the industry standards, the HR policies of Tata Motor are not up to the mark. Nevertheless they are efficient enough to encourage the employees to put their level best and work hand in hand to achieve corporate goals. The company however, is not complacent with it and are making efforts to restructure the organisation and change their recruitment and selection policies to achieve corporate excellence. It needs to give more importance on factors such as job evaluation process and criteria for redundancy. Reference Armstrong, M. Baron, A. 1995, The job evaluation handbook, CIPD Publishing Bogardus, A. M. 2004, Human resources jumpstart, John Wiley and Sons CCH Asia Pte Limited, 2009, Termination and Redundancy Practices in Asia, CCH Asia Pte Limited Gerhart, B. A. Rynes, S. 2003. Compensation: theory, evidence, and strategic implications. SAGE. Goel, 2008, Performance Appraisal And Compensation Management: A Modern Approach, PHI Learning Pvt. Ltd. Goldstein, A. January 2008. The Internationalization of Indian Companies: The Case of Tata. Organization for Economic Co-operation and Development (OECD). [Pdf]. Available at: http://www.ciaonet.org/wps/casi/0001617/f_0001617_830.pdf [Accessed on April 02, 2010]. Tata Motors. No date. Profile. [online]. Available at: http://www.tatamotors.com/our_world/profile.php [Accessed on April 02, 2010]. Tata-a. January 2010. Finding the right formula. [online]. Available at: http://www.tata.com/media/interviews/inside.aspx?artid=HQqRi4Xvg5A= [Accessed on April 02, 2010]. Tata-b. September 2004. All in a days work. [online]. Available at: http://www.tata.com/careers/articles/inside.aspx?artid=u7jLneDv8kE= [Accessed on April 02, 2010]. Tata-c. 2003August 29, 2003. Tata Steel ranks sixth on the list of top ten employers in India. [online]. Available at: http://www.tata.com/company/releases/inside.aspx?artid=O/xJuBV1UVY= [Accessed on April 02, 2010].

Sunday, January 19, 2020

What are the Effects of Texting on Teenagers? Essay -- essays research

Which are the effects of texting on teenagers? Slavery or freedom? We hear a lot these days about texting - the ability to get/send a text message from/to anyone, anywhere, via wireless networks and some kind of portable device, which might be a fancy pager, a digital cellphone or a palmtop computer. The technology is here, though it doesn't work everywhere yet. We could argue about how affordable or reliable texting is, but we can't deny it exists and will probably become more widespread. But is this a good thing? In my opinion, there are certain ways in which texting affects many teenagers. Some teenagers believe that text message communication enables them to express their feelings freely and sincerely to someone. This is why they like to be â€Å"plugged-in† with it all day long. I think that it depends on each person when considering if cellphone messaging is a kind of slavery or freedom because I belief in free will, therefore each of us have the choice of doing it or not. There are times when it's good, to ask for homework, to reach you in an mall, on a bus, at the theatre, or to call your mom so that she can pick you up from someplace. The â€Å"important thing† may be to know when to leave the cellphone or pager at home. Unfortunately, for some people, the fact that these things exist creates the expectation that they'll always use them. People need time away from work, time to be with their families, or with their cats, time to study, or just time to be alone. Many tee...

Saturday, January 11, 2020

Origional Writing †Media Coursework Essay

After 6 weeks of non-stop sailing for the 14-year-old British schoolboy, Michael Perham has successfully completed his objective: becoming the youngest person ever to sail solo across the Atlantic, beating Sebastian Clover who, at 15, had held the record since 2003. Mike began sailing at the age of seven and has since completed the RYA courses in dinghy sailing and windsurfing, as well as being thoroughly prepared by his father (a qualified Yachtmaster). Before Mike could begin his incredible journey, he spent many long hours persuading wealthy companies to sponsor him so he could finance the trip. No easy task for a 14-year-old! Eventually, he managed to gather enough sponsors to buy the 2 yachts and all the equipment, safety measures and back-ups he could possibly need. His main sponsor was ‘Sketchers’ without whom; the trip would most likely have been called off. The RYA was going to be the main sponsors of the pair but they withdrew their hand after accusing Mike of using a category B yacht. The Tide28 did not comply with the RYA’s safety requirements and was not class A. However, Mike’s dad said angrily: â€Å"While that’s true, we have strengthened it up to comply with many of the category A requirements and it is better suited to our route. It’s frustrating that we did not have the chance to say that. † He also set up an online website with daily updates to his blog, and details of his trip, location and the charities he’s supporting. So far, Mike has raised around i 2,000 apiece for both BBC Children In Need and RYA Sailability (aimed at helping disabled people to get into sailing). You can donate to either of these charities by visiting Mike’s website at: http://www. sailmike. com/charities. htm. On the 18th November, Michael Perham, from land-locked Potters Bar, Hertfordshire, headed off from Gibraltar on the 18th November 2006 with the intention of sailing into the record books in approximately 4 weeks. With his father (Peter, 47) shadowing him, in an identical – 18ft – Tide 28 yacht – ‘Arturus’, he and ‘Cheeky Monkey’ set sail for Antigua. His route following the trade winds, tried and tested by seafarers down the centuries, had to include a last minute diversions to the Canary Islands and Cape Verde for equipment repairs. Having planned to cross the 3,500 miles and reach his destination before Christmas, the realisation that his journey time must be extended would have been aggravating but necessary. During the voyage, Mike has encountered all kinds of problems and pleasures, including: sharks; dolphins; gale-force winds and 25ft waves! Often on his journey, Mike was accompanied by the dolphins’ friendly presence or the sharks’ more frightening one, but throughout it all, the experiences were exhilarating, Steve, 39, head teacher of Chancellor’s School in Brookmans Park (Stuart, 39) said, â€Å"It was an opportunity in itself. It would be a huge learning curve for him. He would learn resilience and dealing with solitude, whilst keeping up on his homework, of course! † On November 25th, Mike wrote: â€Å"Had my first experience of squalls, they really do knock your teeth out! † which shows just what a challenge this trip was for him. Despite the Tide 28s being far safer than horse riding, Mike seems to have encountered every possible hitch, a matter confirmed by Mike’s publicist – Kizzi Nkwocha: â€Å"Almost everything you could imagine going wrong, did go wrong – mechanical failure, technical failure, shark-infested waters, waves the size of skyscrapers. † However, Mike coped remarkably well with all problems sent his way, including diving off his boat to untangle a rope from the rudder. As well as the large amount of sailing thing activities that Mike had to attend to, he enjoyed reading; listening to music; playing battleships with his dad over the WHF Phone; and, inevitably, homework. He also started to teach himself the guitar and he filmed his most extraordinary moments aboard ‘Cheeky Monkey’. Mike’s reception Antigua was very convivial, with a welcoming flotilla to bring him in, consisting of all sorts of vehicles from dinghies to speedboats. The response from the media was highly praising as was that from his parents, with Mike’s mum, Heather Perham, 50, (who has remained on dry land in the UK during the voyage with Michael’s sister Fiona, 16,) stating: â€Å"I’m really, really, really proud of him. Peter, said: â€Å"It has been very hard on him, he has had no Christmas presents, no snacks, no video games or T. V. and no company for 6 weeks now, but everyone here is extremely proud of his achievement, as is Mike. † However, the public reaction has been largely 2-sided – whereas it was expected Mike’s achievement would be celebrated, in many cases, jealousy or some other factor has caused much criticism of his achievement. The main objects of dispute have been that Mike was from an upper-class family, and so had â€Å"more opportunity† and the fact that his dad was following a couple of miles behind. One online correspondent even said: â€Å"So Little Lord Fauntleroy has sailed across the pond, big deal! † Whereas another pointed out: â€Å"If a force 10 gale had hit, Peter Perham would have enough to worry about on ‘Arturus’, let alone chasing after Michael. He would have had to cope alone. † To start with Peter said: â€Å"Michael said to me: ‘It would be great if I could do that, Dad. ‘ As a parent I just thought it was a typical boy’s dream. I never thought it would actually happen. Now he has been proven wrong – to his delight – and all in all this is a remarkable achievement for someone so young and he deserves all the praise he is given. And who knows how many people have turned their thoughts to the future already: Will an adventurous 13-year-old break Perham’s record any time soon?

Friday, January 3, 2020

Software - 1632 Words

Principle of Software Engineering Table of Contents Abstract 3 Introduction 4 Boehms First Law 4 Boehms Second law 5 Conways law 5 Parnas Law 6 Corbatà ³ Law 7 Observation 8 Theory 9 Law 9 Question 3 10 Law 11 References 12 Abstract The purpose of the study is to show the capability to understand the set of laws that are the part of principles of the software engineering. In this paper, it is discussed that there are many laws related to the software engineering but only few of them are to be addressed. Boehm first and second law, Conway’s laws, Parnas laws Corbato law were discussed with examples. There are two relationship processes that are also discussed,†¦show more content†¦For instance, Science Applications International Corporation developed special software package that would be send to 250 to 500 field personnel and team according to organizational structure. The software will be further transferred to the organizational employees as per the departmental structure. Parnas Law David Parnas develop the Law of Hiding the information in Modular Programming. The types of thing are hidden is the information in the modular programming. When the design decision changed, they are hidden through the programming to protect the other parts from the general alteration. In other words, it also states that information hiding is the aptitude to avoid positive aspect of class from being available to its client by using other programming features. For example, Adabas developed dedicated software using a programming language known as Natural. The software allowed the agents and clerks to use it for basic purposes only. However, more advance usage of the program was hidden from the low-level support and only expert programming agents had the access to this software. When you change something, the main risk should appear in the software development process, the code is changed through the shifting process and the design decision should change the interface as well as the whol e backhand process (Merz et.al, 2014). Corbatà ³ Law Productivity and reliability rely upon the length of a program’s content, free of dialect level utilization.Show MoreRelatedSoftware Requirements : The Software1388 Words   |  6 PagesSoftware requirements: †¢ The software have a very user friendly interface. This will help the user make proper utilization of the software. †¢ A proper debugging method must be set up so as to ensure the prevention of all bugs. The lesser amount of the bugs, the better more efficient the software works. †¢ The coding involved should be accurate and critical. It is because of the fact that when the software is on the verge of modification, it’ll be easy to finally work on the software. 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