Case Study代寫范文：TATA Motors Learning and Development
Case Study代寫范文-塔塔汽車學習與發展。本文是一篇留學生case study格式范文，在本篇case study中，作者的國際組織是印度塔塔汽車有限公司。作者選擇了它進行分析。Case Study作者將描述塔塔汽車有限公司確定的學習或發展計劃。在本篇case study案例研究中，作者使用了公司的網站、年度報告和其他出版材料。我的目的是探索和驗證該組織如何通過知識管理和組織學習、組織知識、，學習型組織，并提出至少兩個新的計劃或舉措，以建立組織知識、鼓勵組織學習、建立學習型組織或促進知識管理，并支持案例研究組織如何實施此類新計劃或舉措的建議。以下就是case study代寫范文的具體內容，廣大同學可以通過這篇案例分析范文學習case study怎么寫。
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: –為了描述支撐組織知識、組織學習、學習型組織和知識管理的主要原則，有必要定義：
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).
學習是通過實踐或某人自己的經歷，或通過他人的教導來掌握知識或技能。它的重點是改變人類的行為，如身體、精神和社會行為。組織學習是我們可以在組織內保留、創造和轉化知識的過程。在獲得經驗后，組織每天都在改進，并從中創造知識。
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.
在快速發展的商業中心不斷進行、獲取信息和進行實驗的協會，通過從他們的考試、工人和不同協會的歷史和最佳實踐中獲得經驗，犯錯誤，快速有效地交換信息，所有這些都通過協會融入日常活動，堅持代表性學習、基本直覺和新思維。
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.
學習型組織是我們創造一種文化的過程，鼓勵和支持員工持續學習，用新思想進行批判性思維，允許犯錯，重視員工的想法。
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).
“學習”的主要目的是獲取“知識”。因此，知識總是從個人開始，作為一種合理的個人信仰，它是通過個人經驗、觀察、教育、實驗甚至個人成就獲得的。根據我的說法，組織知識是指我們無法評估其成本且無法指定名稱的公司資產。當個人在一個組織內匯集他們的知識時，這些知識可以使該組織在同一領域相對于其他組織具有優勢。
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:
如果我要談論的是知識是對某人或某事的意識或理解，比如事實、信息、描述或技能，它是通過感知、發現或學習通過經驗或教育獲得的。有兩種類型的知識：
Tacit 隱性知識
Explicit 明確的知識
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.
隱性知識是高度個人化的，很難將一個人轉移到另一個人身上，根深蒂固，而且總是不成文、不成文的。明確的知識是明確的，我可以說它是一種現有的知識，可以是書面形式、錄音形式，也可以說它總是以有形的形式存在，比如書籍、視頻和音頻。有些人面臨著恢復或與他人轉移知識的問題。知識管理是知識的創造、獲取、恢復、保存、傳播、共享、應用和使用的過程，具有解決這一問題的使命。
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.
通過支持系統、方法在組織中操作這些流程，并讓員工參與其中，知識管理被定義為組織媒介，用于提高組織的知識價值、決策、商業實踐、服務、關系、行為、效率和整體組織績效。
To describe the identified learning and development programme(s) in TATA Motors Limited, INDIA.描述印度塔塔汽車有限公司確定的學習和發展計劃。
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).
印度塔塔汽車有限公司是Jamsetji TATA于1868年成立的價值1000億美元的塔塔集團的一部分。可維護性和“回饋社會”的靈魂是一種中心理性，偉大的企業公民身份明確地植根于其DNA中。塔塔汽車是印度最大的汽車公司。它向客戶傳達了一種關于以客戶為中心和創新的思想倡議。他們正在推動印度商用車行業的變革，為客戶提供領先的汽車創新，捆綁在動力展覽會上，并將生命周期成本降至最低。它的新型旅行車旨在提供無與倫比的慰藉、網絡和執行力。使其保持在市場前線的是對未來準備和技術授權項目的重視。位于印度、英國、意大利和韓國的設計和研發中心致力于創新新產品，實現激發GenNext客戶想象力的性能。如今，在全球分散的組織中，有一件事能激勵和推動所有人及其活動，那就是組織使命“充滿激情地期待和提供讓全球客戶興奮的最佳工具和體驗”。
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).
在董事會年會上，他們致力于員工的培訓和發展計劃，并專注于解決所有能力差距的方法，讓所有員工為外部環境的變化做好準備，就像它能夠實現組織的戰略目標一樣。
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).
所有董事會決定培訓和發展系統，通過塔塔汽車學院滿足不同勞動力階層的發展需求。這里有定義明確的制造業卓越中心和創新、商業、企業、管理發展和全球領導力是TMA的一部分，這些中心擁有卓越中心。這些CoE通過課堂干預、外部計劃以及基于內部學習管理系統的在線平臺來滿足不同類別員工和職能部門的需求。塔塔汽車學院從員工加入公司開始，在員工轉型的各個層面都提供學習參與。富布賴特行政管理伙伴關系同樣選擇了高潛力的高級代表。
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.
塔塔汽車公司經營一個名為Kaushalya（塔塔汽車學院）的技能發展項目。該計劃將根據配置、設計、工程、制造、汽車生產、銷售和服務以及各種支持功能的能力，包括模塊，重點關注質量、生產力、靈活性、紀律和安全。還有一個管理培訓中心，名為TATA管理培訓中心，該培訓中心完全專注于組織心理學、領導力發展、人力資源、戰略與創新、市場營銷、財務、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).
塔塔汽車有限公司旗下的VConnect是塔塔汽車公司所有員工參與計劃的傘式品牌。VConnect標志象征著我們的組織努力，將所有員工聚集在一起，并提供一個開放的平臺，實現思想、知識和愿望的自由交流。VConnect下的各種舉措旨在通過引入歸屬感來改善員工的感受。
In TATA Motors learning programmes, I found that there is a Four Quadrant Approach of learning uses by the company.
在塔塔汽車公司的學習計劃中，我發現該公司采用了四象限學習法。
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.
社會化，員工在成員之間分享他們的隱性知識，創造共同的心理模型和能力。社會化最常通過分享經驗的媒介傳遞隱性知識。
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——闡明隱性知識并將其轉化為可以通過語言交流的模型、概念、類比、故事和隱喻的過程。組合是將現有知識體組合或重新配置，以通過加法生成新的顯性知識的過程。這是正規教育中最常見的過程。在組織中，它是通過成員之間交流明確的知識來獲得的，就像在正式的聚會中一樣。
Internalisations where employees share their explicit knowledge to tacit like new employee share his previous employer’s experience.
內部化，員工分享他們的顯性知識，像新員工分享他以前雇主的經驗一樣默契。
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).
在眾多榮譽中，塔塔汽車還被公認為亞洲最佳學習型組織。通過嚴格、多階段、獨立的評估過程，對各個部門的幾個知名組織進行了評估。該評估過程包括五項不同的測試，分別是：制定明確的學習議程、管理不一致的信息、避免錯誤重復、避免關鍵數據在人員離開時丟失，以及根據組織所知采取行動。
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).
塔塔汽車公司開發了廣泛的企業內容管理（ECM）景觀架構。企業內容管理有幾個組件，使企業能夠高效、高效地管理內容。。
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)
這些是文檔管理系統、業務流程管理、表單處理、Web內容管理、數字資產管理、企業報告管理和記錄管理
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.
確定的學習或發展計劃如何以及為什么與組織知識、組織學習、學習型組織和知識管理的概念相匹配。
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).
塔塔汽車公司于1966年在印度浦那建立了自己的培訓中心，即塔塔管理培訓中心。這是一種寶貴而獨特的學習資源，通過傳播執業企業高管、思想家和專家的知識和見解，支持促進領導力發展的使命。所有管理者和領導者都擁有豐富的經驗和想法，這些經驗和想法可以成為其他人學習的豐富來源，因此，組織越來越意識到合作、自由交流想法、分享最佳實踐和思想領導力的好處。因此，從業者反思自己的經驗，培養表達和分享知識和見解的能力至關重要。
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.
這類培訓和發展中心的主要目標是通過在執業管理人員中傳播最新知識和技能來提高組織績效，促進態度和行為的改變，為組織問題提供解決方案，并發展學習型組織。
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).
區分準備、融合和參與準備活動的必要性的程序，以達到個人職業所需的能力，并在組織內取得進步。塔塔汽車公司每年提供大約許多課程，由來自學術界和商界的內部高級教師主持，并得到印度和國際B學校最好的專家的支持。TMTC開始了其電子學習計劃（所有高級管理人員和領導者都可以隨時加入電子學習）。
Leadership development programmes include 領導力發展計劃包括
TATA Group Strategic Leadership seminar 塔塔集團戰略領導力研討會
TATA Group Executive Leadership seminar 塔塔集團高管領導力研討會
TATA Group e-Merging Leaders seminar TATA集團電子合并領導人研討會
E-learning programmes include 電子學習計劃包括
Live e-classroom 直播電子教室
Live video broadcast and 現場視頻廣播和
Self-paced e-learning programmes 自學課程
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).
哈佛管理導師與哈佛商學院出版社聯合開展了一項名為“TATA——哈佛管理導師”的獨特自學課程，為員工提供了許多不同的課程。
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有幸為印度行政局、印度警察局和印度外交局舉辦了培訓課程。
According to my analysis i will suggest basically 3 aspects of CRM, which can each be implemented in isolation from each other.根據我的分析，我將基本上提出CRM的3個方面，每個方面都可以相互隔離地實現。
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.
運營CRM：與客戶的每次互動都會添加到客戶的聯系歷史中，員工可以在需要時從數據庫中檢索客戶信息。這種聯系歷史的主要好處是，客戶可以與公司中的不同人員或不同聯系渠道互動，而無需重復他們的互動歷史。
協作CRM：協作CRM包括通過各種渠道與客戶直接互動，如互聯網、電子郵件、自動電話（自動語音響應AVM）。協同CRM的目標可能很廣泛，包括降低成本和改進服務
分析型CRM：分析型CRM分析客戶數據以優化營銷效果活動，設計和執行有針對性的營銷、交叉銷售保留和客戶行為分析，以幫助產品和服務決策。它還促進了管理層在財務預測和客戶盈利能力分析方面的決策。本站提供各國各專業case study范文，case study代寫以及case study寫作輔導，如有需要可咨詢本平臺。
