Case Study代写范文：TATA Motors Learning and Development
Case Study代写范文-塔塔汽车学习与发展。本文是一篇留学生case study格式范文，在本篇case study中，作者的国际组织是印度塔塔汽车有限公司。作者选择了它进行分析。Case Study作者将描述塔塔汽车有限公司确定的学习或发展计划。在本篇case study案例研究中，作者使用了公司的网站、年度报告和其他出版材料。我的目的是探索和验证该组织如何通过知识管理和组织学习、组织知识、，学习型组织，并提出至少两个新的计划或举措，以建立组织知识、鼓励组织学习、建立学习型组织或促进知识管理，并支持案例研究组织如何实施此类新计划或举措的建议。以下就是case study代写范文的具体内容，广大同学可以通过这篇案例分析范文学习case study怎么写。
INTRODUCTION 引言
In this case study my international organization is TATA Motors Ltd. INDIA. Which I have selected for the analysis. I will describe the identified learning or development programme(s) of TATA Motors Ltd. In this case study Company’s website, annual report and other published materials have been used by me. My aim is to explore and validate how this organization achieves competitive advantage through knowledge management and organizational learning, Organisational knowledge, learning organisational and suggest at least two new programmes or initiatives to either build organizational knowledge, encourage organizational learning, build a learning organization or foster knowledge management and support these suggestions of how case study organization could implement such new programmes or initiatives.
ANALYSIS 分析
To describe the major principles underpinning organisational knowledge, organisational learning, the learning organisation, and knowledge management it’s necessary to define: –为了描述支撑组织知识、组织学习、学习型组织和知识管理的主要原则，有必要定义：
Learning is the grasping of knowledge or skills through practice or someone’s own experiences, or by being taught by others. It is focused to change the human behaviour such as physically, mentally and socially. Organisational learning is the process where we can retain, create and transform the knowledge within the organisation. After gaining experience organisation improves day to day and from this experience, it is able to create knowledge (Hamza’s PPT, 2017).
学习是通过实践或某人自己的经历，或通过他人的教导来掌握知识或技能。它的重点是改变人类的行为，如身体、精神和社会行为。组织学习是我们可以在组织内保留、创造和转化知识的过程。在获得经验后，组织每天都在改进，并从中创造知识。
Associations that make, obtain information and go out on a limb of experimentations continually in quick evolving commercial centres, accomplish the experience through gaining from their examinations, history and best practices of workers and different associations, committing errors, exchanging information rapidly and productively all through the association for fuse into everyday exercises, keeping up persistent representative learning, basic intuition and new thought.
在快速发展的商业中心不断进行、获取信息和进行实验的协会，通过从他们的考试、工人和不同协会的历史和最佳实践中获得经验，犯错误，快速有效地交换信息，所有这些都通过协会融入日常活动，坚持代表性学习、基本直觉和新思维。
Learning Organisation is the process where we create a culture that encourages and supports continuous employee learning, critical thinking with new ideas, allow mistakes and where values employee’s ideas.
学习型组织是我们创造一种文化的过程，鼓励和支持员工持续学习，用新思想进行批判性思维，允许犯错，重视员工的想法。
The main aim of “Learning” is to acquire the “Knowledge”. So, the knowledge always begins with the individual and as a justified personal belief it gained through personal experience, observation, education, experiments and even personal achievements. According to me Organizational knowledge is the company asset where we can’t be evaluating its cost and can’t specify with the name. When individuals pool their knowledge within an organization, that knowledge can give the organization advantages over others in the same field (Businessdictionarycom,2017).
“学习”的主要目的是获取“知识”。因此，知识总是从个人开始，作为一种合理的个人信仰，它是通过个人经验、观察、教育、实验甚至个人成就获得的。根据我的说法，组织知识是指我们无法评估其成本且无法指定名称的公司资产。当个人在一个组织内汇集他们的知识时，这些知识可以使该组织在同一领域相对于其他组织具有优势。
If i will talk about the Knowledge is an awareness or understanding of someone or something, like facts, information, descriptions, or skills, which is acquired through experience or education by perceiving, discovering, or learning. There are two types of knowledge:
如果我要谈论的是知识是对某人或某事的意识或理解，比如事实、信息、描述或技能，它是通过感知、发现或学习通过经验或教育获得的。有两种类型的知识：
Tacit 隐性知识
Explicit 明确的知识
Tacit Knowledge is highly personal, difficult to transfer one person to another person, deeply rooted and its always unwritten, unspoken. Where Explicit knowledge is articulated and I can say it’s an existing knowledge could be in written form, recorded form or i can say it’s always available in tangible form like books, videos, and audios. Some we face the problem in restoring or transfer our knowledge with others. Knowledge management is the process of creation, acquisition, restoration, keeping, disseminating, sharing, applying and using knowledge has a mission to solve this problem.
隐性知识是高度个人化的，很难将一个人转移到另一个人身上，根深蒂固，而且总是不成文、不成文的。明确的知识是明确的，我可以说它是一种现有的知识，可以是书面形式、录音形式，也可以说它总是以有形的形式存在，比如书籍、视频和音频。有些人面临着恢复或与他人转移知识的问题。知识管理是知识的创造、获取、恢复、保存、传播、共享、应用和使用的过程，具有解决这一问题的使命。
By operating these processes in the organization through support systems, methods and involving employees to take part in them, knowledge management is defined as organizational medium and used to reach the improvement of the organizational knowledge values, decisions, business practices, services, relationships, behaviours, efficiency and organizational performance as a whole.
通过支持系统、方法在组织中操作这些流程，并让员工参与其中，知识管理被定义为组织媒介，用于提高组织的知识价值、决策、商业实践、服务、关系、行为、效率和整体组织绩效。
To describe the identified learning and development programme(s) in TATA Motors Limited, INDIA.描述印度塔塔汽车有限公司确定的学习和发展计划。
TATA Motors Limited, INDIA is part of the USD 100 billion TATA group founded by Jamsetji TATA in 1868. Maintainability and the soul of ‘offering back to society’ is a center rationality and great corporate citizenship is unequivocally installed in its DNA. TATA Motors is India’s largest automobile company. It convey to the client a demonstrated legacy of thought initiative concerning client centricity and innovation. They are driving the change of the Indian business vehicle scene by offering clients driving edge auto innovations, bundled for power exhibitions and most minimal life-cycle costs. It’s new traveller autos are intended for unrivalled solace, network, and execution. What keeps it at the front line of the market is emphasis on future-preparation and its pipeline of tech-empowered items. The design and R&D centres located in India, the UK, Italy and Korea strive to innovate new products that achieve performances that will fire the imagination of GenNext customers. Across the globally dispersed organisation today, there is one thing that energises and drives all of people and their activities – and that is the organisation mission “to be passionate in anticipating and providing the best vehicles and experiences that excite the customers globally” (TATAmotorscom, 2017).
印度塔塔汽车有限公司是Jamsetji TATA于1868年成立的价值1000亿美元的塔塔集团的一部分。可维护性和“回馈社会”的灵魂是一种中心理性，伟大的企业公民身份明确地植根于其DNA中。塔塔汽车是印度最大的汽车公司。它向客户传达了一种关于以客户为中心和创新的思想倡议。他们正在推动印度商用车行业的变革，为客户提供领先的汽车创新，捆绑在动力展览会上，并将生命周期成本降至最低。它的新型旅行车旨在提供无与伦比的慰藉、网络和执行力。使其保持在市场前线的是对未来准备和技术授权项目的重视。位于印度、英国、意大利和韩国的设计和研发中心致力于创新新产品，实现激发GenNext客户想象力的性能。如今，在全球分散的组织中，有一件事能激励和推动所有人及其活动，那就是组织使命“充满激情地期待和提供让全球客户兴奋的最佳工具和体验”。
In the annual meeting of board of directors they committed on training and development programme of its employees and they focused approach to address all capability gaps and prepare all employees for changes in the external environment, like it enables meeting the organization’s strategic objectives (Tatamotorscom, 2017).
在董事会年会上，他们致力于员工的培训和发展计划，并专注于解决所有能力差距的方法，让所有员工为外部环境的变化做好准备，就像它能够实现组织的战略目标一样。
All board of directors to decide for the training & development system addresses development needs of various segments of workforce through the Tata Motors Academy (TMA). There are well defined Manufacturing Excellence Centre & Innovation, Commercial, Corporate, Management Development and Global Leadership are a part of TMA these Centres got a Centre of Excellence (CoEs). These CoEs address the needs of different categories of employees and functions through the classroom interventions, external programs as well as an in-house learning management system (LMS) based online platform. Tata motors academy offers learning involvement at each level of an employee’s transition in the organization beginning with his/her joining. High potential representatives at senior levels are likewise chosen for the Fulbright partnerships for administration in administration(Tatamotorscom, 2017).
所有董事会决定培训和发展系统，通过塔塔汽车学院满足不同劳动力阶层的发展需求。这里有定义明确的制造业卓越中心和创新、商业、企业、管理发展和全球领导力是TMA的一部分，这些中心拥有卓越中心。这些CoE通过课堂干预、外部计划以及基于内部学习管理系统的在线平台来满足不同类别员工和职能部门的需求。塔塔汽车学院从员工加入公司开始，在员工转型的各个层面都提供学习参与。富布赖特行政管理伙伴关系同样选择了高潜力的高级代表。
TATA Motors Limited runs a skill development programme called Kaushalya (TATA MOTORS ACADEMY). The program will include modules in light of the aptitudes for configuration, design, engineering, manufacturing, automobile production, sales & service as well in various support functions with a focus on quality, productivity, dexterity, discipline and safety (TATAmotorscom, 2017). There is an another management training centre called TATA Management Training centre (TMTC) this training centre totally focused on Organizational Psychology,Leadership Development, Human Resources, Strategy and Innovation, Marketing, Finance, Corporate Governance, and many others.
塔塔汽车公司经营一个名为Kaushalya（塔塔汽车学院）的技能发展项目。该计划将根据配置、设计、工程、制造、汽车生产、销售和服务以及各种支持功能的能力，包括模块，重点关注质量、生产力、灵活性、纪律和安全。还有一个管理培训中心，名为TATA管理培训中心，该培训中心完全专注于组织心理学、领导力发展、人力资源、战略与创新、市场营销、财务、公司治理等。
TATA Motors Limited include VConnect is the umbrella brand for all Employee Engagement Initiatives in TATA Motors Limited. The VConnect logo symbolizes our organizational endeavor to bring all employees together and provide an open platform that enables free exchange of ideas, knowledge and aspirations. The various initiatives under VConnect are undertaken with an objective of improving the way our employees feel by bringing in a sense of belongingness (TATAmotorscom, 2017).
塔塔汽车有限公司旗下的VConnect是塔塔汽车公司所有员工参与计划的伞式品牌。VConnect标志象征着我们的组织努力，将所有员工聚集在一起，并提供一个开放的平台，实现思想、知识和愿望的自由交流。VConnect下的各种举措旨在通过引入归属感来改善员工的感受。
In TATA Motors learning programmes, I found that there is a Four Quadrant Approach of learning uses by the company.
在塔塔汽车公司的学习计划中，我发现该公司采用了四象限学习法。
Socialisation where employees share their tacit knowledge among member that create common mental models and abilities. Socialization transfers tacit knowledge most frequently through the medium of shared experience.
社会化，员工在成员之间分享他们的隐性知识，创造共同的心理模型和能力。社会化最常通过分享经验的媒介传递隐性知识。
Externalisation the process of articulating tacit knowledge and transforming it into models, concepts, analogies, stories and metaphors that can be communicated by language. Combination is the process of combining or reconfiguring bodies of existing knowledge in order to generate new explicit knowledge, by addition. It is the most common process in formal education. In organisations, it is obtained by the exchange of explicit knowledge among members, as in formal reunions.
外部化——阐明隐性知识并将其转化为可以通过语言交流的模型、概念、类比、故事和隐喻的过程。组合是将现有知识体组合或重新配置，以通过加法生成新的显性知识的过程。这是正规教育中最常见的过程。在组织中，它是通过成员之间交流明确的知识来获得的，就像在正式的聚会中一样。
Internalisations where employees share their explicit knowledge to tacit like new employee share his previous employer’s experience.
内部化，员工分享他们的显性知识，像新员工分享他以前雇主的经验一样默契。
Amongst various accolades, TATA Motors also recognized as the Best Learning Organization of Asia (2011-12). Several reputed organizations across various sectors were evaluated through a rigorous, multi-stage, independent assessment process. This evaluation process comprised of five different tests on having a defined learning agenda, managing discordant information, avoiding the repetition of mistakes, avoiding the loss of critical data with people exits, and acting on what the organization knows (TATAmotorscom, 2017).
在众多荣誉中，塔塔汽车还被公认为亚洲最佳学习型组织。通过严格、多阶段、独立的评估过程，对各个部门的几个知名组织进行了评估。该评估过程包括五项不同的测试，分别是：制定明确的学习议程、管理不一致的信息、避免错误重复、避免关键数据在人员离开时丢失，以及根据组织所知采取行动。
TATA Motors Ltd. has developed a broad Enterprise Content Management (ECM) landscape architecture. Enterprise Content Management has several components that enable enterprises to manage content efficiently and effectively. (Rao.Anand.,2004).
塔塔汽车公司开发了广泛的企业内容管理（ECM）景观架构。企业内容管理有几个组件，使企业能够高效、高效地管理内容。。
These are Document Management System (DMS), Business Process Management(Work Flow), Forms Processing(FORM), Web Content Management (WCM), Digital Asset Management(DAM), Enterprise Report Management (ERM), & Records Management (RM)
这些是文档管理系统、业务流程管理、表单处理、Web内容管理、数字资产管理、企业报告管理和记录管理
How and why do the identified learning or development programme(s) match the concepts of organisational knowledge, organisational learning, the learning organisation, and knowledge management.
确定的学习或发展计划如何以及为什么与组织知识、组织学习、学习型组织和知识管理的概念相匹配。
TATA Motors developed its own training centre in 1966 at Pune, INDIA, Its knows as TATA Management Training Centre (TMTC). It’s a valuable and unique learning resource that supports the mission to facilitating leadership development, through the dissemination of the knowledge and insights of practicing business executives, thinkers and experts. All managers and leaders possess significant experiences and ideas that can be a rich source of learning for others, and organizations therefore increasingly appreciate the benefits of collaboration, free exchange of ideas, sharing of best practices and thought leadership. It is thus critical that practitioners reflect on their experiences and develop an ability to express and share their knowledge and insights (Webmaster, 2017).
塔塔汽车公司于1966年在印度浦那建立了自己的培训中心，即塔塔管理培训中心。这是一种宝贵而独特的学习资源，通过传播执业企业高管、思想家和专家的知识和见解，支持促进领导力发展的使命。所有管理者和领导者都拥有丰富的经验和想法，这些经验和想法可以成为其他人学习的丰富来源，因此，组织越来越意识到合作、自由交流想法、分享最佳实践和思想领导力的好处。因此，从业者反思自己的经验，培养表达和分享知识和见解的能力至关重要。
The main objective of these kinds of training and development centres are improvement of organisational performance through dissemination of the latest knowledge and skills among practicing managers, to facilitation of attitudinal and behavioural changes, provide solutions for organisational issues and to development of learning organisations.
这类培训和发展中心的主要目标是通过在执业管理人员中传播最新知识和技能来提高组织绩效，促进态度和行为的改变，为组织问题提供解决方案，并发展学习型组织。
The procedures of distinguishing the necessities of preparing, fusing, taking part in preparing activities to ace the aptitudes required for individual occupations and to advance inside the organization. Tata Motors Offering around many programmes a year, conducted by in-house senior faculty from academics and business, supported by experts from the best of Indian and international B schools. TMTC started its e-learning programs (all top managers and leaders can join the e-learning at any time).
区分准备、融合和参与准备活动的必要性的程序，以达到个人职业所需的能力，并在组织内取得进步。塔塔汽车公司每年提供大约许多课程，由来自学术界和商界的内部高级教师主持，并得到印度和国际B学校最好的专家的支持。TMTC开始了其电子学习计划（所有高级管理人员和领导者都可以随时加入电子学习）。
Leadership development programmes include 领导力发展计划包括
TATA Group Strategic Leadership seminar 塔塔集团战略领导力研讨会
TATA Group Executive Leadership seminar 塔塔集团高管领导力研讨会
TATA Group e-Merging Leaders seminar TATA集团电子合并领导人研讨会
E-learning programmes include 电子学习计划包括
Live e-classroom 直播电子教室
Live video broadcast and 现场视频广播和
Self-paced e-learning programmes 自学课程
A Unique self-paced programme is conducted named TATA – Harvard Manage Mentor self-paced e-learning program by Harvard Manage Mentor, in association with Harvard Business School Publishing, providing many different programmes for employees (TmtcTATAcom, 2017).
哈佛管理导师与哈佛商学院出版社联合开展了一项名为“TATA——哈佛管理导师”的独特自学课程，为员工提供了许多不同的课程。
TMTC had the honour of hosting training programmes for the Indian Administrative Service (IAS), the Indian Police Service (IPS) and the Indian Foreign Service (IFS).TMTC有幸为印度行政局、印度警察局和印度外交局举办了培训课程。
According to my analysis i will suggest basically 3 aspects of CRM, which can each be implemented in isolation from each other.根据我的分析，我将基本上提出CRM的3个方面，每个方面都可以相互隔离地实现。
Operational CRM: Each interaction with a customer are added to a customer’s contact history and staff can retrieve information on customers from the database when required the main benefits of this contact history is that customers could interact with different people or different contact channels in a company without having to repeat the history of their interaction.
Collaboration CRM: Collaborative CRM encompasses the direct interaction with customers through a variety of channels such as internet, e-mail, automated phone (automated voice response-AVM). The objectives of collaborative CRM can be broad, including cost reduction and service improvements
Analytical CRM: Analytical CRM analyze customer data to optimize marketing effectiveness campaign, to design & execution of targeted marketing, cross selling retention and an Analysis of customer behaviour to aid product and service decision. It also facilitates Management decisions on financial forecasting and customer profitability analysis.
运营CRM：与客户的每次互动都会添加到客户的联系历史中，员工可以在需要时从数据库中检索客户信息。这种联系历史的主要好处是，客户可以与公司中的不同人员或不同联系渠道互动，而无需重复他们的互动历史。
协作CRM：协作CRM包括通过各种渠道与客户直接互动，如互联网、电子邮件、自动电话（自动语音响应AVM）。协同CRM的目标可能很广泛，包括降低成本和改进服务
分析型CRM：分析型CRM分析客户数据以优化营销效果活动，设计和执行有针对性的营销、交叉销售保留和客户行为分析，以帮助产品和服务决策。它还促进了管理层在财务预测和客户盈利能力分析方面的决策。本站提供各国各专业case study范文，case study代写以及case study写作辅导，如有需要可咨询本平台。
