No matter the sector it operates in or the industry where it functions, every Tata group company sets aside a significant amount of resources to train and develop its people. CMC is no different. Training and development are a critical component of our HR creed.

All new recruits at CMC are inducted into the organisation through a structured training programme involving technical training at our staff training college and training in soft skills by a qualified HR team. The learning process does not stop once the induction phase is complete; if anything it gets intensified, and continuously so.

Our HR policy provides for a minimum of six days of training a year for all our employees. Non-executive employees are trained in personal and professional effectiveness, engineers in developing good communication skills, and front-line executives in making incisive business presentations.

Executive development courses are held for staff with supervisory responsibilities; managerial employees undergo training for management, development, project management and cultivating interviewing skills; and senior managers are sponsored for advanced management development programmes in leading institutions.

We utilise Speed as a tool for managing performance planning and motivating, evaluating and enhancing the performance of our employees. This system seeks to establish and maintain an environment that supports our business processes and ensure that employee performance is evaluated against the achievement of objectives that are aligned to the company's goals.

With Speed on our side, the goal of taking CMC to a higher plane is being realised in double-quick time.