As the Indian automotive industry transitions towards zero-emission mobility, there is a war for talent in the EV space, says Sitaram Kandi, Vice President – HR, PVs and Electric Vehicles, Tata Motors.
The country’s largest commercial vehicle maker – which is also the largest electric car maker in India has committed over US $2 billion to the cleaner mobility space and is driving the transition towards EVs. As the company builds teams and resources dedicated purely to its EV business i.e. for both cars and CVs, there is a challenge in not only securing new talent but also retaining them.
“In auto specifically talking about the EV space, software, AI, SAAS, there is a huge shortage. It will take a few more years to bridge the gap, but till that time, there is a war for talent in these specific areas,” he noted in a select media briefing.
On its part, Tata Motors plans to equip 50% of its workforce with new age auto tech capabilities over the next 5 years. It sees AI and new technologies to be more of a facilitator than a threat.
Sitaram Kandi, Vice President – HR, PVs and Electric Vehicles, Tata Motors says that he does not see new age technologies like AI leading to job losses. “Brand Tata is the biggest driver for people to stay back. We are not really seeing a bleeding there,” Kandi said at a select round table media conference. Addressing concerns on attrition, he said that the industry attrition is 10-12% and the attrition level for Tata Motors is ‘much lesser than that’.
“Every technology, if used in the right way, can increase productivity. No one (I have spoken to, fears losing jobs to AI, but people are looking at how to upgrade. We are helping people realise the changes and opportunities in upskilling. There is no fear of losing jobs,” he added.
The company is doubling down on efforts to keep employees ahead of the learning curve, and has a host of initiatives focused on bettering outcomes and productivity. In FY23, over 3,40,000 hours were invested in specialised training and development by Tata Motors employees. This training and development is being delivered in various forms and formats, and the company spent more than Rs 25 crore in reskilling and upskilling last year, on a lower side of the core technology areas. The company did not give a number today, saying that “Tatas being Tatas, cost is not the factor for deciding upskilling.”
Tata Motors has collaborated with ARAI, Bosch, Mathworks, SAE, Tata Technologies Limited, and other organisations to provide its employees with professional certification programmes in Connected, Electric, Shared and Safe (CESS). This includes domain expert level modules on Advanced ADAS, Battery Technology, V2X connectivity, Blockchain and Cybersecurity, Big Data Analytics, and more.
It has also created bespoke courses in partnership with local universities, and these company sponsored programmes offer higher education opportunities including B.Tech and MTech. “Since there is a focus on EVs, there is a big focus on artificial intelligence and technology. There is a dedicated focus on MTECH, BTECH, AI and software,” said Sitaram Kandi, Vice President – HR, Passenger Vehicles and Electric Vehicles, Tata Motors.
Kandi clarified that those who have done BTECH even 20 years ago, can move to doing an MTECH.
It is also focusing on higher education for its shopfloor technicians, enabling them to pursue a Diploma in Engineering with a focus on auto electrical and electronics, mechatronics, and specialised welding skills. Currently there are 12,000 employees from the ITIs (Industrial Training Institutes), 13,000 plus apprentices. On the whole, there are 57,000 plus employees in Tata Motors India. Every year, 200- 300 people are recruited from ITIs.
The company has set an internal target that 25% of the new hires on the shopfloor should be women.
The company’s apprenticeship programme focuses on in-demand skills like mechatronics, IoT, robotics, and AI, offering hands-on training. Over 88% of successful pass outs are working with channel partners. The percentage of registered women participants in FY24 has more than quadrupled from FY22.
Upskilling Ex-Ford Employees in the Newly Acquired Plant at Sanand, Gujarat
Post-acquisition of the Ford India facility at Sanand in January 2023, Tata Motors partnered with Gujarat’s renowned Ganpat University to upskill 100% of the newly acquired workforce. Individual candidates are enrolled for the appropriate level programme as per their eligibility. These advanced courses, which began in February 2023, are being pursued by over 820 employees.
“A dynamically evolving industry like ours mandates consistent upskilling and training to remain ahead of the curve and future ready. Collaborating with tech partners and academic institutions, tailor-made training programmes, a nationwide ‘learn & earn’ apprenticeship programme and a sharp focus on diversity and inclusion, is enabling us to develop and nurture a capable, future-ready workforce that is fit to excel. We are doing this not just for ourselves and our channel partners but also for the Indian auto industry at large as well as its enabling ecosystem, said Sitaram Kandi.