Corporate Development Program

TATA Group v/s Cummins

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Corporate Development Programs

The organizations require development throughout the ranks in order to survive, while training
makes the organization more effective and efficient in its day-to-day operations.
Training is the formal and systematic modification of behavior through learning which occurs as
a result of education, instruction, development and planned experience.
Development is any learning activity, which is directed towards future needs rather than present
needs and which is concerned more with career growth than immediate performance.

Four basic grounds of Training:

• New candidates who join an organization are given training. This training familiarizes them
with the organizational mission, vision, rules and regulations and the working conditions.
• The existing employees are trained to refresh and enhance their knowledge.
• If any updates take place in technology, training is given to cope up with those changes.
For instance, purchasing new equipment, changes in technique of production, computer
impartment. The employees are trained about use of new equipment and work methods.
• When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job.

Benefits:
• Improved efficiency.
• Motivation
• Reduces employee turnover.
• Experience
• Security

TATA Group / Training & Development Program

Grooming the managers of today into the leaders of tomorrow — that/s the broad objective of the
Tata groups leadership development programs and training processes.
The groups high-value, superior-quality training interventions are targeted at maximizing the
potential of its pool of managers. This is done by encouraging their cross-functional exposure and
by making cross-company mobility an integral aspect of all leadership development efforts.
The Tata group’s commitment to enhance the knowledge and leadership quotient of its people has
resulted in the establishment of various Development and Training Programs such as TAS – Tata
Administrative Services and TMTC – Tata Management Training Centre.

TMTC – Tata Management Training Centre

Tata Management Training Centre-Set up by JRD Tata in 1959 with the mission of creating and
grooming leaders for the future.
It aims to provide training to high performers within the group and act as a catalyst of change for
Tata executives.
Offering around 250 programs a year, conducted by in house senior faculty from academics and
business, supported by experts from the best of Indian and international B schools. It uses over
120 external faculties, from the world’s premier institutions and universities, including IIMs,
Harvard, Michigan, Wharton, Kellogg, NUS and Centre for Creative Leadership.
TMTC started its e-learning programs in 2009.Every year, more than 4000 Tata Managers and
Leaders go through the training programs.

Objectives:
• Improvement of organizational performance through dissemination of the latest knowledge
and skills among practicing managers.
• Facilitation of attitudinal and behavioral changes.
• Facilitation of solutions for organizational issues
• Development of learning organizations
• Training methodology

Major practice areas include:

• Finance, Ethics
• Leadership and Organization
• Markets and Customers
• Strategy and Innovation

Leadership development programs include:

• Tata Group Strategic Leadership seminar
• Tata Group Executive Leadership seminar
• Tata Group e-Merging Leaders seminar
A Unique self-paced program is conducted named TATA - Harvard Manage Mentor self-paced e-
learning program by Harvard Manage Mentor, in association with Harvard Business School
Publishing, providing 44different programs for Tata employees.

E-learning programs include:

• Live e-classroom
• Live video broadcast
• Self-paced e-learning programs

TAS – TATA Administrative Services

This managerial development program was conceived by JRD Tata, the late chairman of the Tata
group, in the 1950s.The idea was to select and groom young managers, provide them opportunities
for professional growth, and make them part of a talent pool that could be tapped by companies
across the Tata organization.
TAS, essentially a training program, is perhaps the only employment brand in Indian business that
consciously recruits for lifelong mobility across companies, industries and functions, in order to
impart that macro view of business which is critical in preparing young professionals for general
management.
To grow and renew the Tata talent pool continuously, TAS recruits young postgraduates from
leading business schools each year and puts them through an intensive 12-month program.
The TAS manager has India’s largest business house, with the widest range of industries and
functions around which to plan and build a lifetime career of professional and personal growth.
The TAS recruitment process at campuses strives to associate the Tata brand with values such as
integrity, excellence and nation building, while highlighting the group’s entrepreneurial spirit.
TAS has been recast in recent years, with an increased focus on facilitating mobility across group
companies. Over the past three years, concentrated communication, consistent engagement and
competitive compensation packages have helped TAS regain and strengthen its position as an
attractive employment destination for top talent.

Training Module
The training module consists of four cross-functional, cross-business and cross-located
assignments. These include three business shifts of 15 weeks duration in sales and marketing,
manufacturing and operations, corporate strategy, finance and human resources.
A seven-week rural assignment exposes the trainees to community work and rural India, helping
instill in them a true picture of the life of ordinary Indians.
Another facet of the module is the mentorship program for TAS managers placed within group
companies. This was initiated to create a platform for the personal and professional development
of TAS managers post placement. Additionally, TAS managers are then taken through a
development plan that lasts five years.
The programs one-year training module renamed group orientation and learning (GOAL),
emphasizes on structured orientation through classroom inputs and field visits. It builds TAS
trainees perspective on the seven core sectors of the Tata group, its current and future challenges,
and its drive to become a truly global organization

Cummins
Fostering an environment for growth.
Cummins provides a challenging yet friendly work environment that inspires high-quality results. As an incoming
recruit at Cummins, you will have the opportunity to immediately impact our organization and its performance. We
unleash the power of Cummins by giving you the opportunity to grow, the freedom to take charge and the benefits to
building your future. New hires may choose to apply for one of our Development Programs, which are designed to
facilitate your transition into a new working environment and to help promote a healthy work/personal life balance.

At Cummins, we challenge ourselves to continually improve, both in our products and in our personnel. Our customers
choose Cummins because we care about their success. You should choose Cummins because we care about your
success.

Global Engineering Development Program

The purpose of this 3.5-year rotational development program is to groom the next generation of technical experts and
leaders through challenging rotational assignments, technical and business skills training, Six Sigma certification and
other development opportunities such as formal mentoring, networking, events with company leaders, etc. Our vision
is to provide you with a multi-business, cross-functional, and cross-cultural experience. Participants will develop their
skills and strengthen their understanding of Cummins engineering processes.

Finance Development Program

The Finance Development Program is a two-year program that provides financial and accounting professionals a broad
range of experience in planning, forecasting, reporting, financial analysis, audit, plant finance, transaction support and
treasury.

Manufacturing Development Program

Our Manufacturing Development Program is a two-year career development program that offers a balance of real
business and real engineering work at corporate and plant sites along with an ongoing training curriculum based on
leading industry skills, tools, and methods. Upon completion of our program, you will be well established in business
fundamentals, engineering fundamentals, customer-focused operations and applied business and engineering in
modern manufacturing systems.

Marketing and Sales – College Development Program (MSDP)

Our Marketing and Sales College Development Program is a two-year career development program with four six-
month short-term assignments, offering qualified participants a broad range of marketing and sales experience in
multiple Cummins business units.