Executive Selection Scheme

1. Executive Selection Scheme TATA Engineering

2. Why Fast Track ? • Talent mining young hi - potentials with general management capabilities • To retain and nurture a talent pool in the organization • To meet the aspirations these young hi - potentials by providing : • alternate and faster career growth • higher visibility • enriched job responsibility • varied job challenges • To create aspirations within the organization …. So evolved Executive Selection Scheme TATA Engineering

3. The Executive Selection Scheme Company wide Advertisement The Selection Process EG1 EG2 Eligibility EG3 • Candidates should be • at least TM2 • Candidates should have • completed 2 years in the • company • No. of attempts should • not exceed 3 times Promotion EG4 TM5 TM4 The Training Process TM3 Entry point of MBA TM2 Placements Entry point of Graduate Engg. TM1 TATA Engineering

4. Assessment Center - a perspective 1930’s Multiple assessment method used for officer selection during 2nd World War by German & British armed forces 1940’s Multiple assessment method further adapted and used by the British Civil Service for recruitment of its administrative level staff 1950’s AT&T begins experiments with this approach as a part of its wide program of management development The name “Assessment Center” derives its roots from the building that AT&T build to conduct its experiments TATA Engineering

5. Why Assessment Center Source - Bell Labs, AT&T Correlation between the predictive outcome based on Assessment Center results and actual performance of the candidate Predictive Validity Correlation 0.67 Assessment Center Individual tests Combination of Inventories Psychological Profiling Biographical Data Interviews Appraisals TATA Engineering

6. The Competency Matrix TATA Engineering

7. The Selection Process Pre Selection Process Bio Data Appraisal Selection Process Phase I ( At Individual Locations ) Written Test GD Power Interview Phase II ( Central Location ) Assessment Center Phase III ( Central Location ) Final Interview TATA Engineering

8. The Written Tests Test of Reasoning Ability Multiple Choice, objective type tests Test of Quantitative Ability Test of Verbal Ability Each test is 30 minutes duration => 2.5 hrs test Test of Comprehension Ability Test of Business Awareness TATA Engineering

9. GD & Power Interview GD • Checks primarily the following qualities in the candidates : • a) Quality of thoughts • b) Communication Process • c) Leadership Qualities • d) Sensitivity to the Group process Power Interview The Interview panel is constituted with the top management group of the respective locations TATA Engineering

10. The Assessment Center Venue Preferably at a location away from the work place e.g., a resort No. of candidates Around 30 to 35 candidates are selected for the Assessment Center Assessors The Top Management of the company viz, the ED, Sr. VPs, Functional Heads, HR Heads form the Assessor Team. ( Around 10 assessors are required for each Assessment Center ) TATA Engineering

11. The Assessment Center Tests 2.5 - 3 days Psychological Profiling Creates the general profile of a candidate with and without the work mask and under stress situations Creativity Test Checks primarily the lateral thinking abilities of the candidate Essay Writing Checks primarily the written communication abilities of the candidate In Tray Exercises Checks primarily the strategizing, organizing and prioritizing abilities of the candidate under pressure situations Case Study & Presentation Tests the ability of the candidate to grasp a large amount of data, organize the same and to arrive at decisions based on the data. Fact Finding Tests the ability of the candidate mine out the large amount of factual data behind a skeletal and often misleading information. Role Play & Leadership Situations Tests the leadership, strategic and team playing quality of the candidate. Extempore Tests the oral communication and on-the-feet thinking abilities of the candidate. TATA Engineering

12. Final Interview Final Interview The Final Interview is with the Executive Director (s) of the company TATA Engineering

13. The Executive Selection Scheme Company wide Advertisement The Selection Process Promotion The Training Process Placements TATA Engineering

14. The Executive Selection Scheme EG1 EG2 EG3 EG4 TM5 TM4 TM3 TM2 TM1 Company wide Advertisement The Selection Process Promotion The Training Process Placements TATA Engineering

15. The Executive Selection Scheme Company wide Advertisement The Selection Process Promotion The Training Process Placements TATA Engineering

16. The Training Process For Non MBAs • 2 Rotational Assignments of 3 months duration each in functional areas unfamiliar to the • selected candidate - working directly with the Function head / BU head • 6 month capsule MBA program ( MEP ) at IIM Ahmedabad For MBAs • 4 Rotational Assignments of 3 months duration each in functional areas unfamiliar to the • selected candidate - working directly with the Function head / BU head TATA Engineering

17. The Executive Selection Scheme Company wide Advertisement The Selection Process Promotion The Training Process Placements TATA Engineering

18. The Placements The candidate would not be placed back into his/her parent department - hence necessitating a mandatory job rotation TATA Engineering

19. Time Line Total till date: 62 ( 150 ) ( 140 ) ( 130 ) ( 150 ) ( 130 ) ( 120 ) ( 80 ) ( 150 ) * Figures in brackets indicate the total number of candidates that had appeared for the selection process TATA Engineering

20. Break -up by locations Total till date: 62 TATA Engineering

21. The Selection Process requires Test Designing Man-hours 300 Data Processing Man-hours 120 Assessor Man-hours 300 Approximate Cost for conducting the Selection Process Rs. 8-10 lakhs TATA Engineering

22. Initial Apprehensions • Wide spread discontent amongst the existing workforce • Lack of acceptability in the system • Over estimation of capabilities • Instruments not good enough to deliver the intended results • Selection Process would not be unbiased …. But ESS survived the Test of Time TATA Engineering

23. Track Record - Some Examples Progression Name Previous Present ESS Batch 1992 1993 1994 1995 1996 1997 1998 1999 2000 R. Ramakrishna Sales CEBU Mktg.. CVBU 1992 EG4 EG3 EG2B Divyendu Kumar Sales CVBU EA to RG 1992 EG4 EG3 EG2B Nitin Seth Sales CVBU RM, PCBU 1994 EG4 EG3 Subodh Marathe Sales CEBU RM, PCBU 1994 EG4 EG3 R T Wasan Hire Purchase Mktg . CVBU 1996 EG4 Anupam Singh Mktg. CVBU RM, PCBU 1996 EG4 M Kolatkar Prodn. ,Pune Materials, PCBU 1997 EG4 All rated in top 25% A Kathuria MB, Jsr. Price Panel, Jsr 1997 EG4 Girish Wagh Prodn, Pune. NPI, CVBU 1998 EG4 Vinay Pathak Prodn, Lkw. ADD, Lkw 1998 EG4 Manish Gupta Exports E-Commerce 1999 Dipankar Tiwary Prodn, Lkw PM, PCBU 1999 TATA Engineering

24. ESS - A Brand Some Examples of Brand Equity • Wide spread acceptability within the organization • Aspired for by all the young people in the organization • Accepted at the college campuses - our competitive • advantage • Target for Head Hunters • Positions commanded by the ex-ESS who have joined • other companies TATA Engineering

25. Thank You TATA Engineering