Date: 08-10-2021 Deadline: 14-10-2021
Subject: Organinsational Management III Code: ORM32AB
Assessors: Mx. N. Tshisa and Dr. E. Amoakoh
Moderator: Dr. K. Orlu
National Diploma Cost and Management Accounting CODE:
Maximum marks: 50
• This assignment consists of two questions.
• This assignment consists of two case studies.
• Read each case study thoroughly and answer the questions that follow.
QUESTION 1: (Total marks = 25)
Read the following case study and answer the questions below.
Human Resource Planning of Tata Steel Group
Tata Steel is a Fortune 500 company and among the top ten global steel enterprises, with a crude steel capacity of more than 28 million tons per annum. It is one of the world’s most geographically diversified steel producers, with operations in 26 countries and a commercial presence in some 50 countries and it has over 81000 employees working globally. While the impact of the global economic crisis has been felt in varied degrees across all the geographies in which the Tata Steel Group (TSG) operates, keeping the employees cheerful and motivated in these trying times has remained the focus of the Human Resources department. The Group realizes that its employees are the most valuable human capital and that they play a major role in building the competitive advantage of the Company’s business across the globe.
Training & Development:
The Group has continued to invest in and improve its managerial and technical capabilities through the internal development of its own employees across Europe, India and South East Asia. To bridge functional skill gaps and to identify candidates for focused learning in line with the current and future needs of Tata Steel, a scheme called ‘Directed Learning Initiatives’ was introduced in Tata Steel. The emphasis was to create a pool of experts in different technical areas. Apart from creating specialists, the policy also focusses on managerial learning which consists of modular programs with tie-ups with various management institutes.
Talent Management & Career Planning:
As part of the global talent management initiatives, the year saw a greater movement of executives between Tata Steel India, Tata Steel Europe, NatSteel and Tata Steel Thailand to enable the cross-pollination of ideas and practices and also provide executives with a global experience. The Management Trainee Program has been re-designed to include special modules of six months each in the areas of Total Quality Management, engineering and projects, and safety. This will help the fresh graduate engineers prepare in a better way, for future assignments.
Tata Steel Group establishes performance standards with the employees and goals are set mutually as per measurable standards. The appraisals are then discussed with the employees. This is done to motivate the employee and improve their performance levels. The appraisal reviews are done with a view of helping the employee to excel at his/her workplace. Some of the methods used at Tata Steel include doing performance appraisals of every employee every quarter. The goals and objectives for the employee are re-visited for the performance appraisal mechanism which is carried out at Tata steel Group for promotional purposes. After measuring of the actual performance, it is then measured against past performances of the employees to evaluate improvements.
Leadership Development across all levels continues to be the focus across the Tata Steel Group. The Executive Committee owns the development and succession plans for the top positions. With regards to the next level of officers, this is done by the respective talent review committees.
Compensation Management & Better Synergy:
It is a fundamental principle of the Tata Steel Group that all the employees across the globe are compensated fairly. Last year, like the previous years, compensation was based on market
benchmarking to ensure that Tata Steel remains an attractive and competitive employer in the marketplace.
1.1 List the factors that may influence internal staffing decisions at Tata Steel Group.
1.2 List any five advantages of internal staffing. (5)
1.3 Based on the case study, briefly explain how Tata Steel Group has been able to improve its career management practices. (3)
1.4 Differentiate between performance management and performance appraisal. (4)
1.5 Briefly discuss the performance management practices of Tata Steel Group. (6)
1.6 Identify three people who should perform an appraisal. (3)
QUESTION 2: (Total marks = 25)
2. 1 Using your own words, define the following terms: (5)
2.1.1 Development Activities
2.1.2 Training & Development
2.1.5 Strategic Training & Development
2. 2 Identify any five reasons for training and development. (5)
2. 3 Briefly discuss the training and development practices at Tata Steel Group. (4)
2. 4 In your own words, explain the link between pay, motivation and performance. (5)
2. 5 List the four types of individual incentives. (4)
2. 6 Briefly explain the compensation practices at Tata Steel Group. (2)