TVS-E follows a rigorous hiring process, using psychometric assessments and case study evaluations to assess technical skills, cultural fit and behavioral attributes. Individual development plans are created for each hire, ensuring they meet both current and future needs. Let's delve deep into the hiring process and talent management at TVS-E's Tumakuru facility, engaging in a candid conversation with Nageswar Rao, Vice President & CHRO at TVS-E.
1. How does TVS Electronics’ Tumakuru facility align with the latest Industry 4.0 standards, and what impact does it have on production efficiency and scalability?
Our Tumakuru facility is sprawled across 65,000 square feet, built in compliance with Industry 4.0 standards. With its features in place, it acts as a benchmark for ushering in change and innovation in the Indian EMS sector. It integrates new world technologies and tools such as Smart Internet of Things (IoT), Data Analytics and automation to enhance efficiency in production, standardizing maintenance procedures and enabling scalability. As we apply real-time data analytics as well as predictive maintenance, we are able to accelerate our operational capacity, cut off on down time and enhance cost of ownership for clients. Our modern approaches allow us to apply high standards while simultaneously scaling our manufacturing capabilities to meet demanding timelines. The facility is well-equipped to deliver high quality Electronic Manufacturing Services (EMS) across sectors such as Information Technology, Electric Vehicles, and solar solutions, addressing both domestic and global needs.
2. How does TVS Electronics’ Tumakuru plant position itself as a centre for attracting young talent in the electronics sector and what strategies are in place to support the recruitment and growth of these young professionals?
At the Tumakuru Facility, we encourage an ‘innovation first’ and ‘tech-forward’ environment, with clear demarcation of growth that allows us to attract and hire young talents in the country. To foster individual growth, we are prioritising hands-on exposure to new world technologies, a structured training plan and end-to-end mentorship to support career development that can help beyond TVSE. We have also partnered with universities and tech institutes to build a strong talent pipeline, pushing for inclusive work culture, collaboration and creativity. We also conduct off-site learning programs for students to partake in industrial visits which allows us to be positioned as a top choice for young talents and job seekers looking for an opportunity in the electronics sector.
3. With TVS Electronics' focus on nurturing young talent, what specific programs or development opportunities does the Tumakuru plant offer to help young employees advance in high demand roles such as technical operators, product design engineers and quality assurance specialists?
The environment fostered at the new facility offers curated skilling programs for them to adapt to high-demand roles such as product design engineers, quality assurance specialists, among others as they take up more responsibilities down the line. Both the roles in the company greatly benefit from training modules and certificate courses that allows them to be more well-rounded in their already existing skill set to boost their proficiency in day-to-day work. Our Product design engineers partake in specialized boot camps for project-based learning and advanced design software learnings.
On top of this, all young employees are grouped with experienced mentors to receive tailor-made career guidance and overall support. The cycle of learning through a blended learning approach applied at TVSE with the utilization of online courses, video-based learning, industry seminars, and certification in emerging technologies like automation and IoT. These efforts ensure that newbies at the facility are well-equipped with advanced careers.
4. Could you elaborate on how the 400 KV solar plant at Tumakuru supports TVS-E’s commitment to sustainability in electronics manufacturing?
Our Tumakuru facility has TVS-E commitment towards sustainability in the electronics manufacturing space. We have drastically reduced our dependence on non-renewable sources of energy. This solar installation generates a significant portion of the facility’s electricity, helping to lower our carbon footprint and greenhouse gas emissions while reducing operational costs. Through this clean energy initiative, we align with both global environmental standards and India’s vision for sustainable growth, reinforcing our dedication to responsible manufacturing practices. Beyond powering our facility, we also support eco-friendly technologies by providing installation and maintenance services for solar panels and EV charging stations across India. Together, these initiatives embody TVS- E’s commitment to advancing sustainable practices in the electronics sector and fostering a cleaner, greener future.
5. With the electronics sector witnessing a 154% growth in hiring and skilling, how is TVS-E positioning itself as a preferred employer for young talent?
TVSE is currently positioned as a preferred employer as it has been previously recognised under ‘Best Places to Work’ for young talent. We are known to foster a growth-led environment that emphasizes on pushing skill development and career acceleration. We also offer structured skill development training from industry experts and hands-on training equipped with latest technology in the sector and help in creating clear career paths. In addition to this, our goal is to foster sustainability and digital transformation simultaneously.
6. What role does TVS-E play in upskilling employees and what specific skills are most in demand within the company?
TVS-E is committed to upskilling its workforce through a blend of tailored training and development programs that cater to both technical and managerial roles. Our learning initiatives focus on high-demand skills, including data analytics, automation, product design, quality assurance. These programs are designed to keep our employees aligned with industry standards and business needs, ensuring they are well-prepared for the evolving demands of electronics manufacturing.
To support continuous learning, our in-house academy offers targeted training and certification programs, equipping employees with critical skills and qualifications for live projects. Additionally, our structured mentorship program pairs new hires with experienced employees, fostering knowledge transfer and engagement.
7. How does TVS-E’s recruitment process ensure that new hires are culturally aligned and ready for long term roles?
Our recruitment processes emphasize technical skills as well as cultural alignment. Our procedure includes value-based interviews, leadership assessments by determining behaviour and leadership potential during onboarding. We believe in a continuous feedback mechanism that further supports their integration, helping them succeed in long-term roles and thrive within the company culture.
8. Could you share insights on the importance of psychometric assessments and 360 degree evaluations in identifying and developing critical talent?
At TVS Electronics, psychometric assessments and 360-degree evaluations play a vital role in identifying and nurturing critical talent. It provides objective insights into cognitive abilities, personality traits, and cultural fit, enabling us to recognize individuals with the right potential for key roles. It also facilitates comprehensive feedback from peers, managers, and subordinates, spotlighting strengths, growth areas, and leadership potential aligned with our Core Values and leadership values.
Approximately 30% of our workforce is considered the backbone of our operations, undergoing these assessments biannually. This process includes personalized Individual Development Plans (IDPs) that help address skill gaps and support career goals. Additionally, we encourage strong engagement by connecting with the families of critical employees through cross-functional engagement groups, which meet twice a year to discuss employee well-being. These tools and initiatives enhance performance, deepen emotional ties with the workforce, and reinforce loyalty, driving both immediate effectiveness and long-term growth.
9. What strategies does TVS-E employ to promote internal growth, particularly for middle and senior roles and how does this impact retention?
TVS-E fosters internal growth by providing clear career paths and robust Talent Management programs focused on leadership development and mentoring. We upskill employees through continuous training, cross-functional exposure, and succession planning, preparing them for. Our approach also emphasizes a balanced workforce, combining the energy of younger talent with the experience of mid-career and senior professionals. This drives innovation while benefiting insights from experienced senior professionals, creating a well-rounded talent pipeline. By investing in internal growth, we enhance employee loyalty and retention, ensuring we have capable leaders who are aligned with the company’s values and goals.
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