Career growth for employees has been a key focus of Tata Steel throughout its existence, in line with the Founder's philosophy "let the Indian learn to do things by himself". To ensure Tata Steel employees learn and grow both at a professional and personal level, Training Institutes for skill and competency building were set up long ago. The Shavak Nanavati Technical Institute (SNTI) was established in 1921 to impart technical training and Tata Management Development Centre was set up in 1954 to impart behavioural and management training. Over the years, these agencies have been supporting not only Tata Steel but also all its subsidiaries and other industries in the region.
Also, at Tata Steel it is believed that open job posting for vertical growth, job rotation and career planning is the process to ensure development of officers. Therefore, it is ensured that there are periodically planned rotations that lead to acquisition of deeper functional knowledge and creation of bench strength in each relevant functional area of the Company. Special Task Forces are also made from time to time to enrich jobs for an officer.
In its endeavour to build a competent workforce, Tata Steel also firmly supports the idea of 'On the Job Learning' and has an established process for promoting it. Multiple other platforms to build people vitality include 'Knowledge Manthan', 'E-Learning portals', 'Window on the World' programme and various short term self-initiated projects.