Changing Skill Requirements of Indian Automotive Industries  

Oleh:

Siddhabhatti, Ashok Devidas

Jenis: Article from Proceeding
Dalam koleksi: Asian Network for Quality (ANQ) Congress 2011, Ho Chi Minh City, Vietnam, 27-30 September 2011, page 1-6.
Topik: Automotives; skill sets requirements; technological up-gradation; motivational schemes; versatility and mental skills.
Fulltext: IN8.ANQ 2011_Fullpaper_Siddhabhatti.pdf (39.65KB)

Isi artikel

Tata Motors Limited is India’s largest automobile TATA (one of the most valuable and respected brand in India) flagship company with consolidated revenues of Rs 92,519 Crores (USD 20 Billion) in 2009-10 having its footprints across the globe by way of providing transport solutions in full range such as high end World Truck- Prima to a world famous tiny car- Nano. The company’s employees and all stakeholders are guided by the passion “to be wold class corporate, constantly furthering the interest of all its stakeholders” and core values such as integrity, passion for engineering, customer focus, innovation and corporate citizenship. The Commercial Vehicle Business Unit (CVBU) of Tata Motors has a long legacy of in-house skill development programs and has been constantly engaged in improving the same over the years. Due to entry of MNCs (multi-national corporations) race to quality improvement with minimum cost has become fierce in post liberalization scenario in India. This has forced Indian corporate business houses and automobile industries in particular, to pump huge capital investments for technological up-gradation, till the recent downturns of the economies world over. However, investments in new technology as well as changes in manufacturing / outsourcing strategies have posed challenges on changing requirement of human resource with new high-tech, versatile and flexible skill sets required vis-à-vis traditionally available ones. In this paper, however, the scope of the paper has been restricted to blue collar population, who constitute more than 60% in any engineering organization and an attempt has been made here to analyse the skill set requirements and it has been observed that shift towards requirement of mental and soft skills is taking place. The absence of those skills naturally leads to poor utilization of assets and low return on capital. The author is confident that the learning’s from this study and flexibility & other benefits achieved during the process shall certainly prove useful to entire industrial community and hence is the attempt to present the case study of TATAMotors in this paper form.

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