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Developing People
We at TATA Metaliks believe, developing people to be truly capable of leading change unearths both hidden individual talent and organizational potential, together resulting in a more innovative and adaptive culture.
The objective of reverse mentoring is to ensure that they have the proper knowledge and to put it in the TML context going further. At TATA Metaliks, people can come forth and share their interests with their respective HODs to be a mentor and enhance their knowledge in digital areas.
Digital Champions are vital in driving TMLs digital initiatives and projects and ensuring the proper outcomes. To digitally empower our DCs, we have exclusively partnered with Deloitte. To support and encourage our champions to do better, we now have Digital Champions for every function that change agents support.
Tata Metaliks has been one of the regular recruiters at the top Engineering Colleges as well as Business Schools. The objective of hiring through campus is to strengthen the talent pipeline in the organization through regular intake of Graduate Trainees (GT) and Management Trainees (MT). The Candidates are selected for a 2-month summer internship program where they get an opportunity to work in areas like Process Improvement, Analytics/Digital, Benchmarking, and live projects. A provision for securing a PPO (Pre-placement Offer) is attached to the internship opportunity.
The process begins with the pre-placement talk followed by a 3-stage selection process. The applicants go through a very detailed screening process where they are evaluated under various current and future competencies needed by the organization. The selection panel comprises the senior leadership of TML.
The 2-month internship opportunity is an onsite schedule that can be anywhere in India. The Induction happens at the Kharagpur plant where the summer interns are equipped with all necessary information about the organization as well as their role. The interns are provided with a buddy and a mentor during the 2-month tenure. They also go through many learning interventions through classroom programs as well as E-learning modules. The interns are provided a flavour of the industry as well as the market.
Tata Metaliks also hires the final year students basis organizational need. The selection process is similar to the summer internship program.
Tata Metaliks strives to be the employer of choice at all campuses it visits, through the opportunity it provides its hires and the value it creates in their professional journey.
The objective of reverse mentoring is to ensure that they have the proper knowledge and to put it in the TML context going further. At TATA Metaliks, people can come forth and share their interests with their respective HODs to be a mentor and enhance their knowledge in digital areas.