The Better India’s Post

J.R.D. Tata's Legacy of Employee Welfare In 1943, from his sickbed, J.R.D. Tata wrote a groundbreaking note on human relations at Tata Steel, recognizing that just as machines require care, so too must the well-being of human workers. His vision led to the creation of India’s first corporate HR department. Key initiatives introduced under his leadership: ✅ 8-hour workday at Tata Steel (1912) ✅ Leave with Pay scheme (1936) ✅ Workers' Provident Fund (1920) These innovations were later adopted globally, shaping labour laws in India and worldwide. J.R.D. Tata’s commitment to his employees set a standard that inspires leadership and corporate responsibility. #Leadership #EmployeeWelfare #HumanRelations #JRD #TataGroup #CorporateCulture #HRInnovation #WorkplaceWellness

Tata was a pioneer in introducing labour-welfare-measures in India, even before the government mandated them. Ratan Tata was carrying this legacy. Under the leadership of Sir Dorabji Tata, who was at the helm of Tata Steel during the early 20th century, several progressive labour practices were introduced in the Jamshedpur plant, which were well ahead of their time. Key reforms included: 1912 - Eight-hour workday: well before it became a standard practice in India or globally. 1920 - Leave with pay: Tata Steel offered paid leave, long before it became legally mandated. 1920 - Provident Fund: Tata introduced provident fund schemes for employees, decades before the government of India made it a statutory requirement with the Employees' Provident Fund Act of 1952. 1920 - Workmen's Accident Compensation: Tata Steel also provided accident compensation Gratuity and pension systems: Tata Steel introduced pension schemes for its employees before it was formalized by the government. Govt. Act introduced - 1923 - Workmen’s Compensation Act 1947 - Industrial Disputes Act 1948 - Factories Act Made Tata a pioneer in promoting worker welfare. His vision for the business always included - the well-being of the workforce, emphasizing corporate social responsibility. These measures not only earned Tata Steel loyalty from its workers but also set a benchmark for ethical labour practices in India and across industries. This early recognition of workers' rights is a testament to Tata's forward-thinking approach, well before these became mandatory government policies. #humanresources #labourlaws #labouracts #ethics #employeesafety #labourwelfaremeasures #corporatesocialresponsibility

The Men Who Build India | The Untold Story of Tata Day 8🎯 Introduction Tata Group is a prominent conglomerate in India, impacting various sectors. Brands include: Tata Motors (vehicles) Vistara Airlines and Air India (aviation) Taj Hotels (hospitality) Tanishq (jewelry) Tata Tea and Tata Salt (consumer goods) Historical Background Nusserwanji Tata Born in 1822 in Gujarat. Moved to Mumbai at 20 to establish a new business. Focused on the cotton trade and quickly expanded his operations. Jamsetji Tata Nusserwanji's son, known for ambitious goals. Established India's first steel factory and the Taj Hotel. Implemented welfare measures for workers, including: General Provident Fund for pensions. Insurance schemes for accidents. Family Days and Sports Days for community bonding. Expanded business to London, successfully navigating challenges, including price fluctuations due to the American Civil War. Growth of Tata Steel After Jamsetji's death in 1904, his vision was realized by his son Dorabji Tata. Tata Steel began production in 1910 and became crucial during World War I for supplying steel. By 1914, the Tata Group expanded to 14 companies. Leadership of JRD Tata Jahangir Ratan Tata (JRD Tata) succeeded Dorabji. Known as a visionary, he founded Tata Airlines (later Air India). Expanded Tata's operations across multiple sectors, leading to the establishment of Tata Motors and Tata Consultancy Services (TCS). TCS, founded in 1968, became a significant player in electronic data processing. Challenges and Resilience Tata faced nationalization challenges post-independence in 1947. JRD Tata accepted a leadership role in the Nehru government to aid nation-building. Despite setbacks, Tata remained committed to ethical practices and social responsibility. Innovations and Diversification Under JRD's leadership, Tata continued to innovate, including: Shift of Nelco (electronics) focus to satellite communications under Ratan Tata. Tatas emphasized employee welfare and community development: Pioneered corporate governance standards. Prioritized sustainable growth and social responsibility. Enduring Legacy Tata Group's philosophy balances profit-making with ethical practices. Significant impact on society and industries in India and globally. Continues to thrive through a commitment to values and principles. Conclusion The Tata Group story exemplifies the power of vision, integrity, and commitment to society. Legacy built on principles that endure through time, proving success can coexist with social responsibility. #tata #ratantata #jrdtata #tcs

When we think of progressive labor policies in India, few companies stand out like the Tata Group. Long before labor reforms were a common topic, Tata Group introduced one of the most significant workplace shifts: the eight-hour workday. This pioneering move, instituted in 1912 under the leadership of J.R.D. Tata, revolutionized working conditions in India, ensuring employees could maintain a healthy balance between work and personal life. Under Ratan Tata’s leadership, the Tata Group expanded this philosophy of employee care into a global movement. One of his most significant contributions was fostering a culture of inclusivity and empowerment. He introduced policies that went beyond financial benefits, focusing on emotional and social support for employees. By emphasizing ethical business practices, diversity, and creating a work environment rooted in trust, Ratan Tata reshaped workforce culture, proving that profitability and compassion could coexist. From this day forward Ratan Tata's absence will undoubtedly be felt. His legacy of integrity, innovation, and care for employees has left an indelible mark not just on the Tata Group but on corporate leadership worldwide. Future generations will continue to be inspired by his blueprint for how businesses can succeed while improving the lives of those they employ. #LeadershipLegacy #RatanTata #EmployeeWelfare #CorporateResponsibility #WorkforceCulture #EthicalBusiness #InclusiveLeadership #TataGroup #InspiringLeaders

Hey connections here is my article about Tata Group. Introduction Founded in 1868 by Jamsetji Tata, the Tata Group has grown into one of India's largest and most respected conglomerates. With a diverse portfolio spanning sectors like steel, automobiles, IT, and consumer goods, Tata has become synonymous with quality, innovation, and corporate responsibility. Historical Background Jamsetji Tata envisioned an industrialized India and laid the foundation for the group’s ethos of integrity and community welfare. The first major venture was the establishment of the Tata Steel plant in Jamshedpur, which marked India's foray into modern steel production. Over the years, the group expanded its operations, entering sectors like hospitality with the Taj Hotels and power generation with Tata Power. Core Businesses Tata Steel: One of the largest steel producers globally, Tata Steel is renowned for its commitment to sustainability and innovation in production processes. Tata Motors: Known for its diverse range of vehicles, from commercial trucks to luxury cars, Tata Motors gained international recognition with the launch of the Tata Nano, the world’s most affordable car. Tata Consultancy Services (TCS): As a leader in IT services and consulting, TCS has played a pivotal role in digital transformation for businesses globally, contributing significantly to the group’s revenues. Tata Consumer Products: This division encompasses a wide array of food and beverage products, including the iconic Tata Tea, catering to both domestic and international markets. Commitment to Corporate Social Responsibility The Tata Group is renowned for its philanthropic efforts, which are deeply ingrained in its business philosophy. The Tata Trusts, which hold a majority stake in many Tata companies, allocate a significant portion of profits to social initiatives, focusing on education, healthcare, and rural development. This commitment has earned Tata a reputation as a leader in corporate social responsibility. Innovation and Sustainability The Tata Group has consistently prioritized innovation and sustainability. Initiatives include the development of electric vehicles by Tata Motors and advancements in sustainable steel production by Tata Steel. Global Presence and Future Prospects Today, the Tata Group operates in over 100 countries across six continents, employing over 700,000 people. As it continues to diversify and adapt to global market trends, the group is well-positioned to tackle future challenges, focusing on technology-driven growth and sustainable practices. Conclusion The Tata Group stands as a testament to visionary leadership and responsible business practices. With its rich legacy and unwavering commitment to social welfare, innovation, and sustainability, Tata remains a pillar of industry and a model for corporate responsibility in the modern world. #snsinstitution #designthinking #snsdesignthinkers

Tata Motors Jamshedpur Plant to Remain Shut for Two Days https://lnkd.in/d6ujfk9z Block Closure Announced for November 30; Regular Operations to Resume on December 1 Key Points: Tata Motors to observe block closure on Saturday, November 30. Sunday is a regular weekly holiday for the plant staff. Block closure impacts salaries and leaves under prior agreements. JAMSHEDPUR – Tata Motors’ Jamshedpur plant will remain closed for two consecutive days starting Saturday, November 30, due to a block closure and the weekly Sunday holiday. Operations will resume on Monday, December 1. The company issued a circular on Friday confirming the decision for the block closure. The decision aligns with the agreement dated July 31, 2017, which outlines that during block closures, 50% of the company’s share and 50% of the employees’ leave entitlements are deducted. Employees without sufficient leave balance will have the closure day’s payment adjusted from their salaries. In cases where employees or officials are required to work during the block closure, attendance will be mandatory. They will be required to report to duty as though it were a regular working day. The company also emphasized that absent employees will face a full-day salary deduction, and the day will be recorded as leave. Previous orders specify that no leave requests will be approved for dates immediately before or after a block closure. The plant closure is expected to affect a significant workforce, given its scale of operations. Block closures are a routine measure by companies to align operations with maintenance schedules or adjust production based on market demand. Tata Motors, a leading automobile manufacturer, has previously implemented such measures under similar agreements. The post Tata Motors Jamshedpur Plant to Remain Shut for Two Days appeared first on Town Post. https://lnkd.in/dpwG_fMA

The Smart Separation Scheme by Ratan Tata in 1990s when they had to lay off 40k employees which was almost half the workforce : after listening to the scheme this was the reaction of industry peers ‘Jamshed, you either have too much money or too little brain, that you have offered such a scheme!’ However, chairman Ratan Tata firmly stood behind the initiative despite short-term risks.’ Here is what the solution was :  The solution that Tata Steel proposed to tide over the situation was the Early Separation Scheme (ESS). According to ESS, the entire workforce was divided into three groups. For those above 55 years, they would get their existing salary until the retirement age of 61 years. Those below 55 and above 45 years, would get 1.2-1.5 times their salary until retirement. Those below 45 years, would get 1.5 times their salary until retirement. If they died before the notional date of retirement, their families would continue to receive full payment until the retirement date. As for medical services, those who continued to live in Jamshedpur, the company would continue to provide free medical services for them and their dependent family members. For those leaving Jamshedpur, the company would provide free medical insurance. Also, those accepting the severance package had to vacate company accommodation. However, they were given three years’ time to find alternative housing. After accepting the package, the worker could even take another job and benefit from dual sources of income. unheard of such kindness and compassion. Only Ratan Tata could think of May this kindest soul rest in peace!!!!#humility #empathy #leadership #compassion

This #Labour Day, let's celebrate Jamsetji Tata, a pioneer in putting people first. Today, on Labour Day, let's talk about a visionary leader: Jamsetji Tata! Back in 1877, he bought some swampy land and built a factory called Empress Mills. This wasn't just any factory; Jamsetji had seen how badly workers were treated in other places, and he wanted to do better. At Empress Mills, he made sure there was fresh air for everyone to breathe and even set up special machines to keep the air from getting too dry. He also put in sprinklers to fight fires. But that's not all! Jamsetji created India's first savings plan for workers (called a provident fund) and a system to help them if they got hurt on the job. The Tata company kept up this tradition, becoming the first in India to offer an 8-hour workday (in 1912!), free medical care (in 1915!), and even more help for workers who got hurt. These things later became laws in India! #LabourDay #JamsetjiTata #India #History #TakingCareofPeople Tata Group Tata Motors Tata Steel Tata Consultancy Services N. Chandrasekaran Source: The Better India

The Smart Separation Scheme by Ratan Tata in 1990s when they had to lay off 40k employees which was almost half the workforce : After listening to the scheme this was the reaction of industry peers- ‘Jamshed, you either have too much money or too little brain, that you have offered such a scheme!’ However, chairman Ratan Tata firmly stood behind the initiative despite short-term risks.’ Here is what the solution was : The solution that Tata Steel proposed to tide over the situation was the Early Separation Scheme (ESS). According to ESS, the entire workforce was divided into three groups. For those above 55 years, they would get their existing salary until the retirement age of 61 years. Those below 55 and above 45 years, would get 1.2-1.5 times their salary until retirement. Those below 45 years, would get 1.5 times their salary until retirement. If they died before the notional date of retirement, their families would continue to receive full payment until the retirement date. As for medical services, those who continued to live in Jamshedpur, the company would continue to provide free medical services for them and their dependent family members. For those leaving Jamshedpur, the company would provide free medical insurance. Also, those accepting the severance package had to vacate company accommodation. However, they were given three years’ time to find alternative housing. After accepting the package, the worker could even take another job and benefit from dual sources of income. Unheard of such kindness and compassion. Only Ratan Tata could think of.... May this kindest soul rest in peace!!!! #humility #empathy #leadership #compassion

𝐇𝐨𝐰 𝐝𝐢𝐝 𝐓𝐀𝐓𝐀 𝐬𝐩𝐞𝐚𝐫𝐡𝐞𝐚𝐝 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐚𝐥𝐢𝐬𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 19𝐭𝐡 𝐜𝐞𝐧𝐭𝐮𝐫𝐲 𝐜𝐨𝐥𝐨𝐧𝐢𝐚𝐥 𝐈𝐧𝐝𝐢𝐚 ? Especially when the colonial trade policies allowed free entry to British goods that crippled Indian Industrialization. The answer lies in 3 reasons ✅ 𝐒𝐭𝐫𝐨𝐧𝐠 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐀𝐜𝐮𝐦𝐞𝐧 𝐨𝐟 𝐉𝐚𝐦𝐬𝐞𝐭𝐣𝐢- With the opening of the Suez Canal in 1859, Jamsetji knew the potential of Indian goods to reach European and American markets was huge. Jamsetji also targeted sectors like Iron & Steel that were strategic to the nation's development while also in high demand overseas. ✅ 𝐏𝐢𝐨𝐧𝐞𝐞𝐫 𝐢𝐧 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐅𝐫𝐢𝐞𝐧𝐝𝐥𝐲 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬- At a time when there was no other precedent even in the more industrialized countries, Jamsetji was years ahead in bringing employee welfare incentives like paid leave, fixed working hours, provident fund, and creche facilities for women employees in the TATA workplace. The result was strong employee motivation and loyalty through thick and thin. There is a reason why TATA has not witnessed a strike since 1929. Furthermore, later leaders like RN TATA had the foresight to rope in even British officials sensitive to the TATA cause. For ex, British ICS officer John Peterson joined TATA to lead its businesses and also later mentored JRD TATA to become who became. ✅ 𝐓𝐀𝐒 𝐂𝐚𝐝𝐫𝐞- Pioneered by JRD TATA, the TAS cadre served as a source of continuous 2nd line of leadership that has ensured synergy between different TATA group companies, and adherence to the larger TATA Group values and objectives. #TATA #business #mba #diplomaticdoodler #SPJIMR