Page 152 - Tata Steel One Report 2024-Eng-Ebook HY

Business Operation and Performance Driving Business Towards Sustainability
Corporate Governance Policy Financial Statements Attachments
Human Resources Management and Development Policy
The Company strives to align Human Resources Management with its corporate vision to keep the employees happy and engaged. The Company aspires to strengthen enthusiasm, encourage to maintain good health, and provide welfare to remain an employer of choice. This is to set the goal of creating a high- performance organization in which employees are key for the organization. It prioritizes on strategic workforce planning and working agility, strengthen employees’ capabilities and labour relation management to enable coorporation among employees for smooth operations and timely response to the changing business scenarios.
The major Human Resources Management strategies implemented are as follows:
Workforce management and working agility for increasing manpower productivity
The Company encourages internal candidates to be given first preference to get promoted or rotated in case any vacancy arises. Employees are given new job assignments or job rearrangements to have opportunity to learn multi functions which is considered as part of the goal to increase employee productivity, thereby reducing non- value jobs such as redundant work, repetition, etc. This includes staff planning to suit the workload, resulting in optimization of labor costs per unit. The company also reorganizes its departments and functions to make use of knowledge, the expertise of the available resources for maximum efficiency.
To build organization’s bench strength to have the number of employees to create employee pipeline and ready to fill in vacant positions, the Company has continued an Engineer Trainee Programs from the previous year. With 21 engineers in 3 fields: Metallurgy Engineering, Electrical Engineering, and Mechanical Engineering joined during 2024-25.
The Company focuses on recruitment and selection of capable staff who are intelligent and ethical. The recruitment of new employees both internally and externally is based on the principle of equal opportunity and focuses on merit system to ensure that most appropriate person is selected through an interview committee based on technical and behavioral competencies, functional test and also fit with the organization culture. In addition, the company gives importance to merit and fairness of thinking and cultural diversity which can be witnessed by a recruitment policy opening to both experienced and newly graduated candidates, expatriate and local, and women employees. The Company also encourages “Friends get Friends” program which provide incentive as a positive drive for employees to invite their friends to join the Company and promote good image of the Company.
The Company arranges orientation program for new employees joining the Company to get better understanding of group’s operation and of individual units through knowledgeable lectures, plant visits and on the job training. The Company arranges a buddy to take care and assist new employees in the first two
150 Tata Steel (Thailand) Public Company Limited