Tata Steel Processing and Distribution Limited believes in the philosophy of Continuous Learning, for all employees. The spirit of learnability among our people and an organisational commitment to continuous personal and professional development keeps Tata Steel Processing and Distribution Limited at the forefront in a fast-changing industry.

Our framework for continuous learning is built around a number of focused programs for our employees. These range from major initiatives such as various ongoing management development and personal improvement programs. They complement a host of technology advancement and ongoing training options.

Following are some of the institutes where our employees undergo training:

• CII, BCCI
• ISB
• IIMs
• XLRI
• XIMB
• TMTC etc.

We also encourage our employees to take up higher qualifications from foreign universities like Cambridge, Motorola etc.

Our investment in people and infrastructure to build a holistic learning framework demonstrates our commitment to continuous learning and building intellectual capital for our employees. This learning framework is continuously enhanced with new programs and the latest learning techniques - and close-knit coordination across these initiatives ensures that it meets the different learning needs of our employees in specific areas of technology, management, leadership, cultural and communication skills, and other soft skills.

The HR Department prepares quarterly as well as yearly Training Calendars for all its officers, and Weekly Training Plans for the non-officers. It is a compulsory practice for all trainees in TSPDL, to share the knowledge acquired from the training program, either through presentations in a common forum, or posting knowledge pieces.

For new joinees, Tata Steel Processing and Distribution Limited has a practice of providing Induction Training, which includes the following modules:

• Basic Orientation Training
• Safety Training
• ISO 9000 / TS 16949 Training
• SAP Training
• Structured On-the-job training
• TPM Training
• Inter unit learning visits
• Visits to customers' sites

Other mechanisms for developing Employees include:

• Job Rotation
• Kaizen certification test
• Ryerson USA visit
• Study Leave
• Performance Counseling
• 360 degree feedback and follow up
• CFT participation
• Continuous improvement teams
• Membership to professional bodies, libraries