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Anurag Shukla Ankit Gautam Deepak Anand Rubal Singh Srishti Sharma
We think we started on sound and straight forward business principles, considering the interests of the shareholders our own and the health and welfare of the employees, the sure foundations of our success Jamsetji N Tata, Founder
Content
CSR Vision Key Drivers Approach CSR Integration with business Strategy
CSR - Definition
Corporate Social Responsibility is a commitment to improve community well being through discretionary business practices and corporate resources.
Philip Kotler and Nancy Lee, Corporate Social Responsibility, Wiley, 2007
About TATA
The Group was founded by Sir Jamsetji Tata in the mid 19th century The TATA Group has 28 publicly listed enterprises with shareholder base of over 2 million Operations in more than 80 countries across six continents TATA companies together employ some 3,00,000 people. The Tata Group comprises of 96 operating companies in seven business sectors Revenues in 2007-08 of $ 62.5 billion (Rs. 2,51,543 Cr) Contributes to about 5.3 per cent of the country's production of goods & services
Philosophy
Core Values
The five core TATA values are: Integrity: Conduct business fairly, with honesty and transparency. Everything they do must stand the test of public scrutiny Understanding: Caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities they serve Excellence: Constantly strive to achieve the highest possible standards in day-to-day work and in the quality of the goods and services Unity: Work cohesively with colleagues across the Group and with customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation Responsibility: Continue to be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over
Boost to Brand Image In a global syndicated study conducted by TNS it was evident that general publics perception of a companys conduct is a strong reflection of the overall market sentiment towards that company
Top Management involvement Public image building Safety, Health & Environment responsiveness
Local community
Culture and Tradition
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Approach
Jamshed Irani, Director, Tata Sons Ltd, says, "The Tata credo is that 'give back to the people what you have earned from them'. So from the very inception, Jamshetji Tata and his family have been following this principle." Moreover he says that for any business to sustain in the long run they have to look beyond business. The organisation believes that India is far away from reaching that phase of economic development where government is solely responsible for the basic needs of the public. We don't have a social security, adequate health and education services. So till then corporate houses should fill the gaps. The group's policy is to provide livelihood instead of giving money.
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Approach
Tata group has instituted the Tata Council for Community Initiatives TCCI, a central body that acts as a facilitator for the entire groups social initiatives Formation of the TCCI has given a common direction to the Tata groups CSR activities To achieve its aim, the TCCI planned to draw up a set of guidelines that would form the basic framework within which individual companies who worked closely with TCCI contributed their core competencies for the betterment of the community. TCCI has brought about a more structured approach to the CSR activities at the Tata group. CSR is implemented through the P-D-C-A Model a management system The common approach to community development ensures that every activity or project is checked out on certain important aspects of development and values the group collectively agrees upon.
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Approach
Regional Groups were formed in five major cities in the country, so that, as teams they can perform better To ensure accountability and encourage participation, their Performance Management System is integrated with CSR extended to recognize employee performance and also enhance accountability. A social evaluation system helps to measure the impact of programmers with respect to predetermined objectives. The effort in the coming years would be to progressively enroll volunteers so that the value for discharging social responsibility is shared by a large resource base. This would be a gradual process with some planned interventions and more of learning-from-doing.
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5 Core Values
Importance of these initiatives which makes them Stand Out amongst other corporate companies Integrity Fair, Honest & Transparent in all dealing (In the Interest of stakeholder) Understanding Care, Respect for customers & colleagues (For the benefit of employees) Excellence - Best Business practices i.e. provide better service to society and thats why people call it as Tatas means Trust. Unity bcoz of Tatas following fair business practices they acquired International Business houses like Corus & Jaguar (global recognition) Responsibility - Agreed and amended the clause of retaining the existing work force.
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Social Responsibility
Impact/ Risk
Pollution, Global Warming, Resource Usage, Ecological imbalance, legal noncompliance Health care and safety, legal noncompliance, Disaster management Income generation, unemployment, social unrest, health & hygiene, education
Environmental Leadership
Quality of life, environmental, safety and health sustainability Improving the quality of life, partnership with society and social license to operate Quality of life and EHS sustainability
Public conduct/ interaction with community & society for capturing their concerns Safety, health and environment education
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Initiatives
Tata MOTORS The Company is engaged in community and social initiatives on labor and Environment .
Reducing Pollution Restoring Ecological Balance End of Life Vehicle Treatment and Recycling
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Initiatives
TATA Group companies have always displayed a keen interest in the welfare of the communities in which they operate. As pioneers in the area of CSR, TATA has played an important role in nation building
A survey conducted by the website indianngos revealed that Tatas spent Rs. 1.5 billion on community development and social services during the fiscal 2001-02 - the highest by any corporate house in India.
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Initiatives
At Tata Steel major CSR programme are managed by three organizations Tata Steel Rural Development Society (TSRDS), Tata Steel Family Initiatives Foundation (TSFIF) and the Tribal Culture Society (TCS).
TATA Steel Rural Development Society (TSRDS) established in 1979 is involved in various social development programmes aimed at helping the rural communities living around TATA Steel's operational units.
TSRDS started with 32 villages around Jamshedpur now covers over 700 villages in the states of
Jharkhand and Orissa.
Projects includes developing of water sources, training farmers on improved agricultural practices, promoting rural enterprise, infrastructure development to boost the village economy, encouraging animal husbandry, promoting art, culture, sports and games. Some projects also in the area of sanitation, water conservation, tube well installation and the enhancement of livelihood.
The infrastructure it has developed includes schools and hostels, community sheds, rehabilitation hutments, link roads, culverts, etc
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Initiatives
The Tribal Culture Society (TCS) of Tata Steel has done outstanding work for the tribals of Jamshedpur and the surrounding areas in Jharkhand.
The society focuses on three important issues: education, improvement of livelihood opportunities and the preservation of the ethnic identity of the tribal community.
TCS has also made arrangements for a number of mobile clinics to treat diseases like tuberculosis,
diarrhoea, leprosy, cleft lip and other general ailments. It also looks into immunization of babies and
creates awareness on subjects like contraception, breast feeding, etc.
Through these and other measures, TCS has demonstrated that it has the will and the desire to give a helping hand to the less privileged sections of society.
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Initiatives
Tata Chemicals Society for Rural Development (TCSRD) Tata Chemicals set up TCSRD in 1980 to promote social uplift projects for communities in and around Mithapur (Gujarat), Babrala (M.P.) and Haldia (West Bengal). The initiatives that TCSRD is involved in include: Agricultural development Education Women's programmes Animal husbandry Rural energy Watershed development Relief work Through TCSRD, Tata Chemicals works to improve the quality of life of the people and communities around its operations, and to support sustainable development, a theme that is central to the company's corporate philosophy. Tata Chemicals employees endorse this philosophy by helping empower rural communities chart their own developmental course.
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Initiatives - Institutions
Indian Institute of Science (IISc): IISc has produced Nobel laureates, trained many of India's greatest scientists and helped nurture some of the country's finest scientific institutions. JRD TATA Ecotechnology Centre (JRDTEC): JRDTEC is devoted to seeding and encouraging sustainable development, that protects the environment while benefiting the people who depend on it. TATA Institute of Fundamental Research (TIFR): Founded by Homi J Bhabha and JRD TATA in 1945 with objective to improve India's scientific temper and strengthen the nation's science infrastructure. TATA Institute of Social Sciences (TISS): Set up in 1936, TISS is a pioneer in the field of social-work education in Asia-Pacific region.
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Initiatives - Healthcare
TATA Memorial Centre (TMC): Established in 1941, TMC is India's best-known cancer hospital and research centre. In this global centre of excellence, 70 per cent of patients get free primary care. It has added significantly to its capacity and capabilities since then.
TATA Medical Centre: To be commissioned in 2009, TATA Medical Centre in Kolkata, is being equipped with the most contemporary and state-of-the-art medical equipment and will be one of the leading cancer care and research institutions in the country.
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PARTNERSHIP
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PARTNERSHIP
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DEPLOYMENT
Although it seems too early to have an elaborate system and convention to collect information, analyze and measure performance, our previous experience encourages us to suggest the following line of action.
DEPLOYMENT
The Process is segmented as follows: The Minimum Programme to measure the commitment at the Company level The reconstituted Council has decided that the Community Initiatives of the Company shall be integrated as part of the regular business plan every year. Moreover, as a one time effort, certain basic steps will be taken by the Company to institutionalize community development work with the aim of involving a large number of employees. The following are the major steps to be taken by every Company: I) The Case Study documentation procedure to measure the impact at Programme/Activity level II) The scheme for Tata volunteers to measure the performance of talent and resource made available to the community
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DEPLOYMENT
III) A suggested convention for Regional Group Management This document contains the common approach and this section is about some operating conventions for Regional Groups for them to function more cohesively. IV) Building Partnerships and Networking TATAs believe in Networking not only as an important technology for expanding community-development work, but more as a way of life. We believe in creating partnerships which can harness the synergy within the various departments of the company, within the TATA Group of companies and extending this to encompass NGOs, government, development agencies and others, in order to strengthen our professional, organisational and resource base.
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Evaluation
TATA Council of Community Initiative
{Umbrella entity that co-ordinates and integrates various social projects}
UNDP
Tata Index for Sustainable Human Development, measures and improves the community work that Tata enterprises undertake The Index provides guidelines for Tata companies looking to fulfill their social responsibilities Helps structure efforts and quantify the effect
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Human consideration (0-250) - indicating the starting level of CSR Human concern (251-450) - indicating the evolution of its value system Human achievement (451-650) - employees demonstrate a high degree of realization, accomplishment and capability for collective action. Human Development (651-875) - building a community with a focus to human survival and growth Human Excellence (876-1000) - the self expression of people who have a quality of life that is a benchmark for others to emulate 33
Reporting
Tata Index has been into action since June 2004 to assure continuous improvement in the delivery of social responsibility initiatives at the company level. In 2005, reporting companies averaged almost half of its intended goal, i.e. 452.95 points on a 1000 point scale, with companies scoring as high as 712 (Tata Steel). In 2006/07, TCS scored 490. Tata Motors, now at 663, was one of the best performers on corporate sustainability within the group. These scores were only the start. The purpose behind the Index is to seed new benchmarks and motivate continuous innovation in sustainability across each companys operations.
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Level I
Systems level
275
150 + 125
Level II
People level
175
100 + 75
Level III
Programme level
550
300 + 250
Total points
1000
550 + 450
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System Level
There are 4 major points for action under this Level that will demonstrate explicit commitment and involvement of senior leadership in providing direction to company level CSR and also ensure that the intent is actually deployed and implemented.
Leadership Commitment and Involvement: Management Structure and Deployment Strategy Development & Action Plan Review Mechanism, Process Documentation and Reporting, Communication & Awareness.
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People Level
Positioning the right people is important to build credibility and continuity, and is part of the brand assurance / deliverable.
While putting the right people is one part, training, orientation, updating and development of facilitators on a constant basis is another important aspect. The HR function is the process owner.
Selection, Career Development of key Employees, Performance Management and Succession Planning Training for Professional, Organizational, Managerial Competence and Enhancement of Role in CSR Training for Leadership Development, Enrolment of other employees, Personal Learning, Development and enhancing Role in CSR Volunteer Scheme and increasing / maturing degree of Volunteering
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Program Level
At the Program Level a Company assesses its performance on the CSR initiatives taken for local communities, at national and global levels that directly impacts the lives of people. Typical project work moves towards creating an enterprise driven by entrepreneurship generating not only opportunities but more jobs. Finally all activity culminates in building community-based institutions that enable empowerment and sustenance. Risk management of Social / Environmental impact; Strive towards developmental change, Biodiversity Restoration & Wildlife Conservation Serving Communities around basic needs in the neighborhood: Encouraging Social & Novel Entrepreneurships to convert existing charity - driven initiatives into sustainable ventures:
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GRI/ G3 Framework
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Global Compact
Global Compact (GC) is a United Nations Initiative that was launched in July 2000. It is based on ten principles in the areas of: Human Rights, Labour, Environment and Anti-corruption
Tata Motors made a beginning in 2003-04 and has since submitted three reports (called Communication on Progress COP) to the Global Compact Tata Motors is the only Indian automobile company that has been appreciated for its Communication on Progress for the second consecutive year in 2005-06
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