Functions of HRM in Tata Steel: Evolution and Approaches

Introduction: Human
Resource Management is the
strategic process through
which administration of a
business manages its
employees and personnels. We
evaluate various HRM
practices used, through the
operations of Tata Steel
Europe, a steelmaking business
located in London, UK.
Previously known as British
Steel plc, it was acquired by
Tata industries in 2007 and
renamed thus.
Organizational
Environment: The values,
tradition, culture and working
principles of TSE make up its
organizational environment.
Tata Steel's management has to
focus on creating and keeping
an effective working
environment in the business's
structure. This environment
allows employees to showcase
their talent and skills
appropriately and efficiently.
Organisation Environment of
Tata Steel Europe is of open
type as it gives its human
Evolution of HRM:
Implementation of HRM at
Tata Steel is a dynamic
process which evolves with
each applied iteration. There
are 3 main approaches to
checking the evolution of
HRM:
Taylor's Scientific Approach:
This is an efficient HRM
approach which involves Tata
Steel's administration
providing safe work
environment to employees in
order to increase their job
performance and productivity.
This approach also
encourages providing
employees with all necessary
resources to reach optimum
performance.
Administration
Management: This approach
focuses over the management
of Tata Steel's administration,
meeting their needs in relation
to human resources and
providing safe work
environment to increase the
businesses productivity and
profitability.
Various Functions of HRM:
There are multiple functions
which the HRM of Tata Steel
needs to take care of to ensure
smooth operations of the
business. Different functions
of HRM are recruitment and
selection of potential
employees, training and
development of employees,
creating a reward structure for
employees and restructuring
jobs.
Traditional HRM
Approaches:Traditional HRM
practices develop and sustain
employees in business to
increase the business's
productivity and profitability.
Traditional HRM approaches
include recruitment and
selection, job planning and
analysis, performance
appraisals etc. Traditional
HRM practices focus on
characteristics such as training
and personal development of
its emlpoyees and on
recruitment and selection.
Contemporary HRM
Approaches: Contemporary

resources the freedom to
innovate and be creative while
performing delegated tasks and
duties.
Tata Steel can utilise
contemporary approach of
human resource management
in its operations as it focuses
over expanding the operations
and productivity of a business
by improving its human
resources present and provides
greater chances of growth than
traditional practices.
Recruitment and Selection
Process
Recruitment ca be defined the
procedure of determining and
organizing eligible employees
Behavioural Management:
This approach focuses over
generating amicable relations
between the various human
resources of Tata Steel with
respect to increasing the
business's productivity and
profitability. This approach
involves the administration
taking steps to resolve all
workplace conflicts and
disagreements without it
affecting the business's
performance.
Performance Appraisal
Vroom expectancy theory: It
is a motivational theory which
HRM practices focus on
improving the skills and
abilities of its employees in
order to raise the business's
productivity and profitability.
Contemporary HRM
approaches focus on
developing the skills and
potential of their employee's
and on recruiting skilled and
talented personnels for the
business. Contemporary HRM
practices involve developing
the entire human resources
available to a business in order
to provide a competitive
advantage in the market.
Performance management
Performance management

to employ for the job. While
selection is the procedure of
electing the right employee for
right job profile. There are
various procedures of
recruitment and selection such
as:
Recruitment procedure
Job role: Corus company has
vacant position in HR
department. So organization
recruits for human resource so
that gets high potential
employee.
Selection procedures
Aptitude test: It is most
common method which is used
by organization to examine
recruited employee's academic
knowledge. Selection is based
on the internship and academic
knowledge basis.
Group discussion: It is another
method which organization
applies to select appropriate
candidate for further
procedure. In this procedures
gives a topic where candidates
have to discuss about topic. It
is applied to check
convenience power of
helps to understand the efforts
which helps the individual to
achieve motivation behaviour
effectively. This theory helps
Corus company to evaluate
the behaviour of the
employees to formulate
effective motivation strategies
in increasing their
performance and improving
the productivity of the
company. This theory also
help the company to develop
healthy working environment
to increase the potential of
company to compete in the
market effectively.
This also helps the company
to increase profit margins
effectively. This theory
provides right resources at the
right time and also increase
the skills to increase job
satisfaction effectively. It
provides clear understanding
about all the employees a to
achieve the objectives of the
company and also increase
the potential of the company
to develop high performance
workforce to increase trust
refers as corporate
management technique which
helps managers to supervise
and evaluate employee's
working performance. The
main goal of the performance
management is to develop
such kind working
environment where employees
can perform their skills and
gives highest quality work at
workplace. Organization
applies performance
management strategy to
enhance working performance
of employee.
Performance management
system
It is the systematic approach
which is used to measure the
performance of employees.
Even it also supports
organization to achieve
common goal by motivating
employees to give high efforts.
Organization involves AI
(artificial intelligence) to
access employees that is based
on the productivity. It includes
two methods supervision and
360 feedback strategy.