Training and Development Strategies Analysis for TATA STEEL

This report provides a comprehensive analysis of the training and development strategies implemented at TATA STEEL, a multinational steel manufacturing company. The study begins with an overview of TATA STEEL's current learning strategies, including their leadership programs and training initiatives for both new and existing employees. A key component of the report involves conducting a training needs analysis using the organization-task-person model to identify gaps in employee skills, knowledge, and performance. The analysis uses a 360-degree feedback mechanism and other techniques to assess areas where training is needed, such as resource management, information management, and task-related knowledge. Based on these findings, the report recommends strategies to address the identified training gaps, including the implementation of a customized online training program tailored for tech-savvy employees, aligning with the organization's goal to create value for customers. The report also considers various parameters, such as delivery mode, technology integration, and learning preferences, to ensure the training program's effectiveness. The report highlights the importance of continuous learning and proposes a framework for TATA STEEL to enhance its learning organization capabilities.

Running head: TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
Name of Student
Name of the University
Author Note

1TRAINING AND DEVELOPMENT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Brief introduction of TATA STEEL and its present learning strategy for employees....................2
Conducting a training need analysis to identify the training gap of TATA STEEL.......................4
Recommendation of strategies for address the training gap so identified.......................................7
Conclusion.......................................................................................................................................8
References......................................................................................................................................10

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Introduction
The strategy of organizational learning comprises of implementation of the training in the
organization and measuring the effectiveness of the same through various methods. Training and
development helps in improving the performance of the organizational employees by providing
them with proper training and development opportunities being provided to them. Training
involves enhancing and improving the skills, knowledge of the employees, changing people
attitude towards their job by improving their skills that can help them in carrying out their
activities in a better way and others (Saks 2015). Training is an educational process and a
program that help the employee in improving the performance and development has a broader
scope because it involves the overall development of the employees such as career development
and others. The organization chosen for the purpose of this study is TATA STEEL which is a
multinational organization that is engaged in making steel of high quality and providing the same
cross different countries (Tatasteel.com 2019). The main aim of the paper is to identify a training
gap in the organization and to overcome the same. The paper will therefore discuss about present
training and development programs of the organization, carry out a training need analysis in
order to identify the training gap of the organization and recommend strategies to overcome the
gap.
Discussion
Brief introduction of TATA STEEL and its present learning strategy for employees
TATA STEEL that was earlier known as the TATA IRON AND STEEL COMPNAY
LIMITED OR TISCO was founded by Jamshedji Tata and is multinational steel making
company providing quality steel to its customers. It delivers crude steel of about 27.5 million

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annually across all countries (Tatasteel.com 2019). It is ranked as the second largest steel
company of India. It operates in about 26 countries. The company has the vision of becoming a
global company for benchmarking its corporate citizenship and for value creation. The company
has a mission of strengthening the industrial base of India by making effective utilisation of
materials and staff. They are willing to achieve the same with the help of technology and high
productivity that are in alignment with the modern practices of management. The company has
core values of integrity, excellence unity, responsibility and pioneering. The company
understands its responsibility towards the society and therefore also motivates its employees
towards the same (Rodriguez and Walters 2017).
The present training and development strategies of the companies includes giving
training to the employees when they join the organization, training is provided to the existing
employees to enhance their knowledge and skills, whenever there are any changes in the
technology the employees are given training for the sane and training is also given for career
growth and promotion (Cohen 2017). The leadership programs conducted at TATA STEEL aims
at crafting leaders of the future by grooming them. High quality training programs are carried out
by the organization for improving the cross functional activities and also improving mobility into
cross companies. They have established training programs such as TMTC and TAS for
improving the leadership skills and knowledge of the employees. The Tata management training
centre of the TMTC was established by JRD TATA for grooming managers such that they can
become leaders. This program acts as catalyst to the best performers of the group by providing
them proper training and direction (Lakshminarayanan, Pai and Ramaprasad 2016). The TMTC
program has the objectives of improving the knowledge of people by providing them with the
latest information, it facilitates behavioural changes in the employees, the program is aimed at

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accretion of a learning organization such that the employees learn faster and others. The major
practices include ethical practices, financial practices, organization and leadership practices,
innovation and strategy and markets and customers related practices. Various seminars are
conducted for the same purpose such as Tata group strategic leadership seminar, Tata group e-
merging leader’s seminars and various others. The TAS or the Tata administrative services was
also started by JRD Tata.
The main aim of the program was to identify and groom young managers, to provide
them with opportunities for their growth professionally, and preparing them for becoming ready
to become a part of the talent pool that can be used by the Tata Group. TAS is the only training
program throughout India that improves the mobility of the people by imparting them with such
knowledge and skills that they can switch between companies of the TATA group. Rural
assignments are also given to the employees under this program such that they can understand
the lifestyle of the ordinary Indian. Mentorship is also provided under the TAS program such that
employees and managers can develop both personally and professionally. Class room training is
given to these employees through the group orientation and learning module. The company also
provides for on the job training to its employees. However the organization is presently unable to
provide customised training options for its employees so that they can undergo they training
according to their convenience. The training needs of the present generation is different from the
older generations because earlier on the job training were preferred but now technology driven
training methods are required. The present generations need freedom in the choice of learning
styles therefore such training programs need to be provided by the organization that can meet
these needs (Dipboye and Dipboye 2018).

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Conducting a training need analysis to identify the training gap of TATA STEEL
Training need analysis refers to smooth change in the organizational practices and also in
the employee’s orientation. The training need analysis will help in identification of all those
skills, knowledge and other factors that are needed by the employees. One of the most powerful
models of tracking needs assessment is known as the organization task person model that is a
three tier model and helps in understanding the needs from three perspectives that is the
organization, task requirement and people requirements. The organizational analysis helps in
identification of where the organizational training is needed. It helps in identification of the
organizational performance and the skills needed to meet the same. The task analysis helps ij
identification all those skills and set of knowledge required to perform a task by the employees.
The person analysis helps in identification and understanding of how the employees are
performing.
Learner Name
Training Needs Analysis – Analysis of Current Performance in the Workplace Benchmark
used:
Performance Expectations Data used to assess current
performance
S NYS N/A
1. Better management of
activities
In order to assess the current performance of
the employees in the company a 360 degree
feedback mechanism is used.
yes
2. better management of
resources
In order to assess the proper utilization of
resources the following formula will be used:
(Actual hours worked by the resource)/ (total
number of hours the resource could have
Yes

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actually performed or capable of performing)
3. Better management of people
In order to assess the performance of the
employees and better management of the
employees performance appraisal techniques
such as management by objectives can be used
or the MBO.
Yes
4. better management of
information
Information management techniques can be
used to improve the information management
in the company and to assess the same the
information management assessment technique
can be used.
Yes
5. Better knowledge about task
A pre training test can be conducted for
understanding the present level of knowledge
of task of the employees
Yes
6. Improved skills of people
In order to understand the present level of skill
of the people, a pre-training test for measuring
the present skills of the employees can be
taken by the company.
Yes
Comments:
Key
S: Satisfactory performance in the workplace
NYS: Task performed in workplace, but not to a satisfactory standard N/A: Task not
relevant to learner’s role
Therefore from the above need assessment table it can be understood that the company is
presently trying to improve the ability of the employees to manage resources, manage
information in the organization, to manage activities, to manage people, to manage skills and
knowledge of the employees about the tasks (Burke 2017). These activities are already being
performed by the employees however most of the activities are not satisfactory and therefore

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training is needed. The employees whose performance was measured for the performance of the
assessment belong to the younger generation and therefore these people can be trained in a better
way by providing them the opportunity to take the training as per their convenience and not like
the traditional methods.
Recommendation of strategies for address the training gap so identified- HLO to
plan and map out the learning strategies
It was identified that the organization is presently operating in the second level that is
they are responsive to all the changes taking place in the environment and provide training and
development accordingly.
Figure 1: Hierarchy of learning organization
Source: (Serrat 2017)
1.) In order to help the organization reach higher levels, it is necessary to have a process of
continuous learning and for that it is identified that a customised training and
development program is needed.

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2.) The target group for this program is the tech savvy employees who have just joined the
organization.
1 Why is this program
needed? What does it
aim to achieve?
The online training is needed in the organization such that
employees can overcome their training gaps in skills, knowledge,
information management, activity management, resource
management and others.
This training program is aimed at improving all the required skills
of the employees, their knowledge and other factors by providing
the younger generation the convenience to take the training
according to their convenience.
2 How does this align to
organizations strategy?
The organizations strategy is to create value for the customers
globally and also follow corporate citizenship and become a
benchmark organization known for the same. This strategy of
online training will help the employees to learn all the skills and
therefore help in creation of value.
Learner Information
3 Who are the target
learners and what are
their key characteristics?
The target learners for this program are all the employees who
have recently joined the organization and belonging to the younger
generation, their key characteristics is that they understand the
importance of technology and therefore want to make use of the
same in their training program such that they can get training as
per their time schedules.
4 Training needs:
What existing skills and
knowledge do the
learners have?
The employees have the degree or diploma certificates that
provides them the theoretical knowledge of all activities, they have
the skills in their respective fields and others.
5 Learning needs:
How do the learners
prefer to learn?
The learners prefer freedom in the choice of the learning strategies
for improvement in their skills and knowledge.
6 Support needs:
What support needs and
contextual variables
(shadow/legitimate
system) need to be
considered?
Shadow system can be used such that they can see and learn from
their supervisors or other seniors.
Other Parameters

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What other expectations, parameters or constraints should I consider when designing the
program?
□ Deadlines  Expected delivery mode;
□ Expected program schedule or time  HR metrics required ;
frames  Role of technology in the program;
□ Learning or assessment materials  Availability of technology, equipment or
□ Expected number of learners other resources;
□ Coaching & Mentoring applicability  Other
All the above mentioned factors need to be considered such as the number of learners expected for the
program, the metrics needed to measure the effectiveness of the training, how technology will help in
the program, availability of all the technological requirements and other factors.
With the help of online training methods, there will be more flexibility, the employees
will be able to get their training with just a touch, easy accessibility will be there and there can be
immediate response to any problem being faced regarding the same. People with similar learning
goals can create communities to exchange various information (Sharma and Garg 2016).
Conclusion
Therefore from the above discussion, it can be concluded that training and development
programs are very important for all organizations because it helps in improving the skills of the
people such that they can perform their work properly. However with the development in
technology and the diversification of the workforce the training needs of the people are
continuously changing which makes it important for organization to identify the same and and
changes to their training and development program in order to meet the training gap identified
through analysis of the training needs of the employees of the organization. The company chosen
for the purpose of this study is TATA STEEL and therefore the main aim of the paper is to

10TRAINING AND DEVELOPMENT
analyze the training needs of the employees in the organization and make changes to the same
such that the employees will be able to take training as per their convenience.

11TRAINING AND DEVELOPMENT
References
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162). Routledge.
Dipboye, R.L. and Dipboye, R.L., 2018. Employee Training and Development'. In The Emerald
Review of Industrial and Organizational Psychology (pp. 581-624). Emerald Publishing Limited.
Lakshminarayanan, S., Pai, Y.P. and Ramaprasad, B.S., 2016. Competency need assessment: a
gap analytic approach. Industrial and Commercial Training, 48(8), pp.423-430.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development, 3(10), pp.206-212.
Saks, A., 2015. Managing Performance Through Training & Development, (Canadian ed.).
Nelson Education.
Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer,
Singapore.
Sharma, S. and Garg, S., 2016. Literature review on Web based training in workplace, 2010-
2015. On the Horizon, 24(2), pp.166-174.
Tatasteel.com (2019). Tata Steel - Global Steel Suppliers & Manufacturers. [online]
Tatasteel.com. Available at: https://www.tatasteel.com/ [Accessed 24 Sep. 2019].