Ratan Tata, Chairman, Tata Sons, is no more. Admitted to the Breach Candy hospital in Mumbai, the 86-year-old Tata Group patriarch passed away in the late hours of 9 October 2024 due to age-related ailments.

Spearheading the entry of Tata Motors into passenger vehicle manufacture rather than be a commercial vehicles manufacturer only, Tata took over the mantle of Tata Sons as the umbrella organisation of Tata Group of companies in 1991 from JRD Tata.

Chairman emeritus of the USD 130-billion salt-to-software group, Tata was always passionate about automobiles and aeroplanes as much as he was caring about animals. A skilled aviator who would fly a plane himself, Tata was also a philanthropist. 

Highlighting an ability to risk by acquiring business such as Corus Steel of UK, Jaguar Land Rover of UK (from Ford Motor Company) and develop products such as the Nano for the common people, Tata messaged on ‘X’ that the recent rumours circulating regarding his health should not be considered as he was undergoing check-ups for age-related medical conditions and was in good spirits

He was admitted to the hospital on 7 October 2024 with age-related medical conditions. He has left behind him robust organisations in the form of Tata Motors and others, which have set an example of how success is achieved and how benchmarks are set. 

Tata Motors began its journey in the late 80s in the passenger vehicle space with the Tata Estate, Sierra and later the Indica against the competition  that was superior in their abilities to make cars.  Tata drove Tata Motors from what looked like a failure to the success that it today enjoys in the passenger vehicle domain by building capabilities starting with the passnger vehicle factory within the company's Pune premises. 

While projects like the Nano peoples’ car were very close to his heart and an outcome of the ambition to provide the ‘middle-class’ families a safe mode of personal transport, Tata was quite passionate about cars himself.

While he was often seen driving a Honda City in Mumbai near ‘Bombay House’ (the Tata Group headquarters) and the NCPA where he launched the Indigo Marina estate based on the Indica platform, Tata loved loved fast cars and flying his own plane.

Born on 28 December 1937 to Naval Tata and Soonoo Commisariat, Tata was raised by his grandmother Navajbai Tata along with his younger brother Jimmy. He completed his degree in architecture in 1962 from Cornell University, New York. He did an advanced management programme at the Harvard Business School in 1975.

On the advice of JRD Tata, Tata turned down a job offer from IBM to join the family business and began his stint as an apprentice on the shop floor of Tata Steel, shovelling limestone and handling the blast furnace.

Taking charge of the National Radio & Electronics Company (Nelco) in the late 70s along with the Mumbai-based Empress Mills, Tata was the fourth generation in the dynasty.

Successfully steering the Tata Group out of the rough winds that it got into when some of the business such as Tata Telecom went down, Tata stepped down on 28 December 2012 on turning 75. He passed the reigns over to Cyrus Mistry as his successor.

As relations between Mistry and Tata soured, Tata moved ahead to take over the leadership of the Tata Group on 24 October 2014. He put N Chandrasekaran, who was then heading TCS, in the commanding position as the Tata Group chairman in January 2017.

Comments (0)

ADD COMMENT

Link Copied!

The automotive industry in India is facing a demand-supply gap in talent as industrial growth and new technologies outpace the available workforce.

In an interaction with Motoring Trends, Vinay Dhingra, Senior Director, HR & Admin, CA, IT, Honda Motorcycle & Scooter India (HMSI) and Trustee of Honda India Foundation (HIF), shared his observations on the current trends in the domestic market.

“Talent shortage is definitely an issue, though I would describe it more as a demand-supply gap rather than a lack of availability. The pace of industrialisation and growth in India has pushed demand very high, while supply has not increased at the same pace,” Dhingra observed.

He pointed out that new technologies such as electric vehicles, electronics and advanced manufacturing have increased the need for specialised skills, while the training ecosystem continues to develop.

Dhingra shared that HMSI is addressing the gap through internal training. The company hires freshers from ITIs and trains them for production roles within about a month. “We have a strong internal training system and training schools,” Dhingra said.

Replying to the attrition seen in the industry, he shared that for Honda Motorcycle & Scooter India, the attrition among blue-collar staff remains below 4 percent, against an industry average of around 8–9 percent. The company plans for this level and maintains a margin in manpower planning.

Emerging requirements centre on IoT, Industry 4.0 and smart manufacturing. “A person needs to be trained not only on conventional machines and the kind of skills traditionally taught at ITIs, but also on these emerging technologies,” Dhingra said.

The government and industry are upgrading ITIs to introduce these technologies so that new entrants arrive with greater familiarity and a shorter learning curve.

Sharing his observation on the industry trend, he pointed out that the competition for skilled workers now extends beyond the automotive sector. “Someone may have the option of working in manufacturing, warehousing or other sectors, sometimes at similar salary levels,” Dhingra noted.

Companies must therefore strengthen working conditions, career opportunities and the overall package. At HMSI, overtime is monitored and weekly offs are prioritised to support work-life balance.

Automation and digitisation have changed processes without reducing headcount. The company has moved to a largely paperless system.

“We have not seen jobs being eliminated because of digitisation or automation. It has primarily improved the way work is done,” Dhingra said. Efficiency gains free capacity for safety, quality and other improvements, while business growth continues to raise overall manpower needs.

Interestingly, around 10–12 percent of Honda’s white-collar workforce has progressed from blue-collar roles, some reaching department-head level.

Looking ahead, Dhingra identified three areas for the industry: technology, the skilling gap and the quality mindset.

“Each can be both an opportunity and a challenge. If we fail to address them in time, they become risks. If we address them proactively, we can convert them into opportunities,” he concluded.

Comments (0)

ADD COMMENT

Link Copied!

Hyundai Motor India (HMIL), one of the leading passenger vehicle manufacturers, has announced a target to raise women’s representation in its executive workforce to 20 percent by 2030.

Women currently make up over 8 percent of the company’s executive workforce of more than 4,000 employees. In 2026, female recruits accounted for 45 percent of management trainees and engineer trainees hired by the vehicle manufacturer.

The company is tracking female recruitment and deployment across manufacturing, engineering, research and development, sales, service, corporate and leadership functions. The target aligns with United Nations Sustainable Development Goal 5 for gender equality and Goal 8 for decent work and economic growth.

Hyundai Motor India’s workforce strategy includes gender-balanced recruitment practices, expanded campus outreach, competency-based assessments and leadership development frameworks.

In FY2026, female employees recorded a 23 percent promotion rate. Supporting measures encompass parental support, childcare assistance, plant crèche facilities, performance safeguards, wellness rooms and health screening programs. The TrailblazHER initiative provides mentorship and capability-building programs for high-potential female professionals.

Tarun Garg, Managing Director and Chief Executive Officer, Hyundai Motor India, said, "At Hyundai Motor India, we believe that bringing together people with diverse experiences, perspectives and capabilities helps create stronger teams, drive innovation and build a more resilient organisation. Our commitment to achieving 20 percent women representation in executive workforce by 2030 reflects our focus on expanding opportunities, strengthening our talent pipeline and creating an environment where every individual can realise their full potential. As the talent landscape continues to evolve, we are encouraged by the increasing participation of talented women professionals across industries and look forward to enabling their growth across all areas of our business."

Comments (0)

ADD COMMENT

Link Copied!

German leading mechanical and plant engineering firm Durr has announced that it has been selected to equip Volvo Cars' manufacturing facility in Košice, Slovakia, with final assembly automation technology.

The plant represents the automaker's dedicated facility for all-electric vehicles and is planned to commence production in 2027 with a maximum annual output capacity of 250,000 units.

As per the understanding, Durr will supply turnkey conveyor, fluid filling and testing infrastructure integrated through its NEXT.assembly framework. The installation features fluid filling equipment configured to handle low-conductivity coolants and updated air conditioning refrigerants designed to comply with European regulatory changes. The vehicle conveyance network spans over three kilometres within the facility, utilising electric monorail systems, skillet platforms and modular chain conveyors to transport vehicle bodies and door components between assembly stations.

For end-of-line testing and quality control, Durr is installing its x-wheel chassis alignment system equipped with x-3Dsurface optical sensors, alongside the x-light camera-based measurement system for inspecting and adjusting headlamp modules in accordance with ECE and SAE standards.

Jorg Neumann, Director of the End of Line Product Line, Durr in Germany, said, “Volvo Cars has exceptionally high standards when it comes to measurement accuracy. We are very familiar with these standards, as Dürr equips all Volvo sites worldwide with vehicle geometry and headlight alignment technology.”

Andreas Hohmann, CEO of Durr Italy and Vice-President of NEXT.assembly, said, “Our fully automated final assembly system represents a significant advancement in automotive manufacturing, combining precision engineering with cutting-edge automation to deliver exceptional quality and efficiency.”

Comments (0)

ADD COMMENT

Link Copied!

Mumbai-headquartered automotive major Mahindra & Mahindra is moving towards taking possession of an initial package of approximately 800 acres for an automobile and tractor manufacturing facility at Additional Butibori in Nagpur, Maharashtra.

The site forms part of a planned 1,500-acre development in Vidarbha, which will be accompanied by a 150-acre supplier park in Sambhajinagar.

When fully operational, the site will feature an annual production capacity exceeding 500,000 vehicles and 100,000 tractors. The Sambhajinagar supplier park will provide components to the Nagpur facility and to Mahindra's existing production plants in Chakan and Nashik.

Furthermore, Mahindra is also establishing training frameworks to identify and develop workforce capabilities for manufacturing across powertrains and technologies. Over the next two to three years, existing associates will be considered through a selection process to fill roles at the facility based on technical capability, performance and alignment with company standards.

Mahindra also plans to establish a training centre in Nagpur to build technical skills in areas including mechanical operations, welding and painting. Further operational details regarding workforce requirements and recruitment processes will be released as project development continues.

Comments (0)

ADD COMMENT

Link Copied!