Page 63 - Tata Steel One Report 2024-Eng-Ebook HY

Business Operation and Performance Driving Business Towards Sustainability Corporate Governance Policy Financial Statements Attachments
Development Capability of People
The Company gives priority to continuously develop human resources at all levels and takes responsibility for professional development and career growth of its employees by focusing on four areas as follows:-
1. Corefoundationknowledgerequiredinallfunctions, i.e., Safety, Business Ethics, Tata Values, Product Knowledge, Total Productive Maintenance (TPM), Customer Centricity, Data Analytics, Integration of technology (such as AI) into the workplace are the key strategies the company has adopted to develop and enhance employees' capabilities in various areas.
2. Functional Development
3. Business Development
4. Leadership Development
People Development is based on 70-20-10 model:
• The portion of 70
is learning from the job, special assignments, participating in cross functional committees, job rotation, etc.
• The portion of 20
is learning from others through coaching from supervisors and knowledge sharing from colleagues in both internal and other departments.
• The portion of 10
is learning from formal classroom training and outside training which HR Department has been working together with their supervisors for individual development plan by considering from business needs, policy and strategy, job description, training plan and performance evaluation.
The Company not only supports the development of employees to have knowledge and skills directly to perform the job in the portion of 70, but also on manpower productivity improvement to enhance employee’s skills for using new technology to improve work processes to be effective and focusing on customer centricity to develop products and services to meet the needs of customers.
Knowledge Sharing Within Organization and Learning From Anywhere
The Company promotes the project “One Department One Share” to stimulate knowledge exchange across functions within the organization by bringing the knowledge and skills from real practices to be shared to people who are interested not only within their own units but also to other functions. The instructors prepare themselves to review knowledge that helps them learn continuously while learners can choose topics they are interested in and desire to learn. Also, the in-house training courses organized by the company will invite internal speakers who have direct experience in the respective topics to conduct the sessions (for example, a course designed to enhance the knowledge of sales team). The average number of training hours for employees at all levels in the fiscal year 2024–2025 was 6.1 days per person per year.
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