A STUDY ON THE TALENT MANAGEMENT AND CAREER GROWTH PRACTICES

AT EICHER TRACTORS, TMTL

(A UNIT OF TAFE MOTORS AND TRACTORS LIMITED)

IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD

OF

POST GRADUATE DIPLOMA IN MANAGEMENT (PGDM)

(2016-2018)

By
ABEY JAMES BIJU

RAJAGIRI CENTRE FOR BUSINESS STUDIES

RAJAGIRI VALLEY P.O

KOCHI-682039

ACKNOWLEDGEMENT
Before I start with the details of my projects, I would like to add a few heartfelt words for the
people who were the part of my project in numerous ways, the people who gave me their
immense support right from the stage where I was novice to the tractor industry.

First I would like to thank my mentor Mr. Dheerendra Pathak (Divisional Manager, HR)
for those opportunities he gave me to share his ideas and knowledge in a large variety of
settings and for his unflinching desire to know what was going on in my projects. The vision,
integrity and sense of quality that I learnt from him are truly uncommon. I am very thankful
to him for his wise and synergetic help throughout my internship period.

I would like to thank HR Department specially Mr. Amarjeet Mr. Mitra Thejha K., Ms.
Manisha for always making me feel as a team with them & helped me in increasing my
knowledge and understanding of working in an organization. I am grateful to them for their
unending support and for all those good times we shared.

I would also like to thank Mr. Naveen Pillai for giving me an opportunity to come to Eicher
Tractors for Summer Internship.

I express my gratitude to all the other employees of Eicher for making my training at the
company a wonderful experience.

-ABEY JAMES BIJU

DECLARATION
I, Abey James Biju, hereby declare that this report is bona fide record of the project done by me as
a part of the Summer Internship during the period from April 3, 2017 to May 31, 2017 at The Eicher
Tractors, Bhopal.

The study has been undertaken in partial fulfilment of Post Graduate Diploma in Management at
Rajagiri Business School, Kakkanad, Kochi Autonomous.

I also declare that this report has not been submitted in full or part thereof, to any university or
institutions for the award of any degree or diploma.

Date:

Place: Signature
EXECUTIVE SUMMARY

As global organizations need to recruit globally with disparate needs and requirements,
effective recruiting requires a well thought out corporate messaging around hiring and talent
development. Talent acquisition professionals often craft the unique company message around
the approach the company takes to hiring and the ongoing development of employees. The
employment brand therefore encompasses not only the procurement of human capital, but the
approach to corporate employee development. Talent acquisition professionals many times
also handle post-hire talent issues, such as employee retention and career progression, the
talent acquisition role is quickly becoming a distinct craft. Some recruitment industry advisors
even advocate for a talent department unique from the HR department, because talent
acquisition and development is so intertwined with a company’s ultimate success and
effectiveness.

From past decade, the business organizations are more concentrating on the human capital
because they are the most valued and most treasured assets. While recruiting the candidates
the organizations has to map carefully the available human resources because they create the
competitive advantage for the organizations. The word recruitment has become as a logistic
of human resource capital for the many organizations. Business organizations are advancing
modern recruiting and selection methods due to the entry of multinational companies. The
best human capital availability in organizations makes them competitive advantage and as
well as they become the real-life blood of the organizations.

Better recruitment and selection strategies result in improved organizational outcomes. The
main objective is to identify general practices that organizations use to recruit and select
employees and, to determine how the recruitment and selection practices affect organizational
outcomes at Eicher Tractors. The research methodology applied is the exploratory. The source
of data was both primary and secondary. The company considered campus hiring as the most
important medium of hiring employees. The employees working in the company consider the
employee references are one of the most reliable source of hiring the new employees.
Company always takes in consideration the cost-benefit ratio.
 List of Contents Page no.

Executive Summary 1

Section I: Profile Study of the Organization 2

Industry Profile 5-18

History of the Organization 19-25

Corporate Values and Mission 26

Organizational 30
Structure
SWOT analysis 32-33

Section II: Problem Centered Study 35

Chapter I – Problem Formulation 36

Chapter II – Research Process 37-38

Chapter III - Presentation and Analysis of data 39-54

 Chapter V- Conclusion and Discussions 55-56

Chapter VI - Suggestions/Recommendations 57

Bibliography 62

Annexure 63-65