Tata Steel Conferred for HR Excellence at the CII National HR Conclave 2012

“Ethics and Governance will be the key driver for the industry tomorrow. In these challenging times, inculcating a culture of ethics in the talent is extremely important.”- Mr HM Nerurkar

INDIACSR News Network

JAMSHEDPUR: Tata Steel bagged the “Award for Leadership” in HR Excellence at the 3rd CII National HR Conclave 2012 in New Delhi today. Mr Arun Maira, Member Planning Commission presented the award at a ceremony to Mr P Senthil Kumar, Chief Human Resource Officer, and Tata Steel. Mr HM Nerurkar, Managing Director, Tata Steel also attended the award ceremony.

Tata Steel showcased its unique and distinct Human Resource & Industrial Resource practices through an exhibition organized at the venue. Many renowned honchos including Mr S Gopalakrishnan, Co-Founder and Executive Co-Chairman, Infosys Technologies and Mr HM Nerurkar, visited the Exhibition and applauded the same.

Expressing his views on HR practices, Mr HM Nerurkar, said, “Ethics and Governance will be the key driver for the industry tomorrow. In these challenging times, inculcating a culture of ethics in the talent is extremely important.”

The Tata Steel Group believes that people are its key assets and value creation for the company depends principally on their professional and personal well-being. Adhering to the adage that “Successful Individuals Create a Successful Team”, Tata Steel has always given priority to the people, encouraging them to take initiatives and look beyond the obvious. The organization provides a fertile ground for the personal and individual growth of each member in its large and multicultural family.

CII National HR Excellence Assessment / Awards derive their strength from being aligned with the much tried and tested and well respected Assessment process of CII Exim Bank Award.

The Award / Assessment process involves companies sharing the data in the form of an Application document as per the HR Excellence Model criteria. A team of 3 assessors then does a site visit to ascertain the veracity of the application document. It also understands the maturity level of Approaches / Deployment / Analysis, integration of various policy approaches and to gain a feel of the organization. The benefits the company derives from the process are invaluable as it gets an external perspective and detailed feedback from certified assessors. It also understands how to strengthen its processes / policies further.

Established in 1907 as Asia’s first integrated private sector steel company, Tata Steel Group is amongst the leading steel manufacturers in the world with an annual crude steel capacity of over 28 million tonnes per annum (mtpa). It is now the world’s second-most geographically-diversified steel producer, with operations in 26 countries and a commercial presence in over 50 countries. The Tata Steel Group, with a turnover of US$ 26.64 billion in FY ’11, has over 81,000 employees across five continents and is a Fortune 500 company.

The Group’s vision is to be the world’s steel industry benchmark in “Value Creation” and “Corporate Citizenship” through the excellence of its people, its innovative approach and overall conduct. In 2008, Tata Steel India became the first integrated steel plant in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management.

3rd CII National HR Conclave 2012: CII organizes its 3rd National HR Conclave 2012. The theme of the conclave was “Future of Talent Management: Driving Greater Growth & Governance”. Businesses now recognize the pivotal role that talent plays in the success of their organisations. They need talent strategies and programmes that go beyond the ordinary to achieve solutions that are fact-based and enable greater business performance and drive good governance practices.

In view of HR’s scope of responsibility and areas of authority it can play an important role in embedding principles in work structures, processes & practices and thus institutionalize good governance. With greater emphasis on talent management and increasing competition for key talent what are employers doing to reshape their talent programs to meet demands of a volatile market and continue to drive sustainable business growth? What are the leading priorities in managing talent? What role can HR play to steer good governance practices?



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