A FIELD REPORT

ON

TATA YAZAKI AUTOCOMP LIMITED

SUBMITTED BY

JAI SHANKAR PRASAD

IN PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE MASTERS DEGREE IN PERSONNEL
MANAGEMENT (MPM-I)
TO THE UNIVESITY OF PUNE

THROUGH

NEVILLE WADIA INSTITUTE OF MANAGEMENT

STUDIES & REASEARCH, PUNE-1

2008-2009
 2

INDEX

Sr No Contents Page No

1 Acknowledgement 4

2 Preamble 5

3 Preface 6

4 Background 7-10

5 Company’s Profile and Organization Structure 11-19

6 Human Resource Management 20-27

7 Personnel Management 28-34

8 Welfare 35-38

9 Conclusion 39
 3

CERTIFICATE

This is to certify that the field work report titled “ Functions of the HR Department” in
partial requirement of the award of MASTERS DEGREE IN PERSONNEL
MANAGEMENT by PUNE UNIVERSITY has been carried out under my guidance
by Jai Shankar Prasad, a bonafide student of Neville Wadia Institute of Management
Studies and Research, Pune.

To the best of knowledge and belief the matter presented in this report has
not been presented before.

Prof A B Dadas Prof A B Dadas Dr S R Dastane

Project Guide Course Coordinator Director

Place :- Pune
Date :- September 2008
 4

ACKNOWLEDGEMENT

It is with a deep sense of gratitude that I acknowledge the cooperation and

support of TATA YAZAKI AUTOCOMP LIMITED, which gave me the unique
privilege of visiting the plant and provided me with an opportunity to interact
with the Administrative Department, HR Department and the Personnel
Department.

The interaction with Colonel (Retired) Satish Tonapi, Head

Administration and Miss Shruti Nagarkar, HR Executive, was most interesting,
enlightening and satisfying. It was indeed very gracious of them to spare their
valuable time and to give an elaborate insight into the functioning of their
respective departments as also to answer all my queries patiently. The
presentation organized by the HR Department was indeed very thoughtful of the
company. I sincerely express my gratitude to them.

I also express my gratitude to Dr S.R. Dastane, Director and Mr A.B.

Dadas, Project Co-coordinator (Field Work Guide) MPM-I for their guidance and
support in enabling me to undertake and complete the Field Work Report.

Place : Pune (Jai Shankar Prasad)

Date : Sept 2008
 5

PREAMBLE

“Organization doesn’t really accomplish anything. Plans don’t

accomplish anything, either. Theories of management don’t much matter.
Endeavors succeed or fail because of the people involved. Only by attracting
the best people will you accomplish great deeds”

Collin Powell

The challenges for today’s manager are to learn to embrace changes.

Changes can be looked as challenges that can be met with hard work and
ingenuity. HRM has great challenge to create an understanding amongst the
people that they cannot meet tomorrow’s challenges with yesterday’s tricks and
techniques, to make them understand change as an accepted reality and prepare
them to be ready for any kind of adversities.

HRM is becoming creative and determined to push different initiatives

with all clarity in mind and trying to identify best people are engaged on big
assignments.

At TATA YAZAKI AUTOCOMP LTD (TYA), they are constantly

trying to induct good talent, comfort and develop them, and bring in performance
orientation, by recognizing individual and team contributions. All efforts are
directed to spread a culture of professionalism across the organization. HR
process and initiatives at TYA have a clear system/ process orientation so that
institutionalization takes precedence over personalization.

Technological focus/ Admired Employer/ Customer Value/ Operational

Excellence

“WIRED FOR SUCCESS”

TATA YAZAKI AUTOCOMP LTD

 6

PREFACE

1. Mr Henri Fayol, the Father of Administrative Management Theory,

advocated that theoretical and class room studies of personnel
management are of great use and the same must be done in detail to
understand the thread bare of management before manager steps into
actual managing. But the practical observation surpass the
theoretical knowledge gained in class room and provide the
opportunities to confirm the various principles of management and
real utility at work place/ in work environment.

2 Thus the observation on the functioning of personnel Department of an

enterprise is dynamic and the most useful approach to the learning of
management before doing. It not only provides the first hand information
and knowledge but reinforce the class room learning permanently by
sharing the knowledge by way of interaction with real manager at work
and helps us to develop managerial skills of much superior and higher
quality.

3 The Field Work Report is an innovative approach to learning and student’s

satisfaction of his goal for the quest of knowledge.

4. I sincerely hope this Field Work Report done on TATA YAZAKI

AUTOCOMP LTD (TYA) will fulfill the requirement and satisfy the ultimate
aim of the study as it has covered maximum important available information.
 7

INTRODUCTION TO THE ORGANISATION

TATA YAZAKI AUTOCOMP LIMITED ( TYA )

BACKGROUND

Tata Yazaki Autocomp Limited (TYA) is a leading manufacturer of

wiring harnesses for the automotive industry. The company has established
capabilities in product design, development and manufacturing and is highly
respected by its global clientele for its reliability and timely delivery at highly
competitive costs.

It is a joint venture between TATA Group’s leading company TATA

AUTO COMP SYSTEM LIMITED (TACO) and YAZAKI Corporation of
Japan. The details are as given below:-

TATA YAZAKI AUTO COMP LTD

 Joint Venture : August 1997

 Incorporation : October 1997

 Capital : Rs. 630 million (Yen 2,520 million)

 Shareholding :

 50% - TATA AutoComp Systems (TACO)

 50% - YAZAKI Corporation

 SOP : January 1999

 JV Signed in July 1999 By

Mr. Ratan TATA, TATA Group Chairman

&
 8
Mr. Shinji Yazaki, Yazaki President

Operationalised : August 19, 1999

PROMOTERS AND PARTNERS

TATA AUTOCOMP
SYSTEMS LIMITED
(TACO)

Established by the Tata Group, which has several decades of experience in

the automotive industry, the TACO group of companies offers a range of
products and services in the field of auto components to automotive vehicle
manufacturers all over the world.

TACO has three major businesses - manufacturing, engineering and supply

chain management. The group comprises the holding company, Tata AutoComp
Systems Limited (TACO), its joint ventures with global auto component leaders
and two subsidiaries in the plastics and stampings product areas.
The TACO group, with its 24 manufacturing plants, 5 engineering centres and
three export-oriented units, is rapidly expanding its business with vehicle
manufacturers and Tier I suppliers to the automotive industry. Its current original
equipment customers include DaimlerChrysler, Fiat, Ford, General Motors,
 9
Honda, Hyundai, Mahindra and Mahindra, Piaggio, Tata Motors,
Toyota, and Volvo.

Tata AutoComp Systems Limited (TACO) in Brief

Motto - Technology Focus | Admired Employer | Customer Value |

Operational Excellence

 One of India’s leading auto - component groups

– Planned turnover to reach US$ 1.2 Billion this year

– Rapid growth (CAGR last 5 yrs. 33%) with Strong Quality and Cost
Focus

 Established in 1995 to serve Indian and Global Auto Industry

 Offering services across the value chain

– Manufacturing, Engineering and Supply Chain Management

 15 Global partners, 35 plants, 3 Export Oriented Units, in India and 6

Engineering Centers

 Overseas manufacturing facilities for Interior Plastics at Coburg, Germany

(TACO KunststoffTechnik) and at Nanjing, China (Nanjing Tata AutoComp
Systems Limited)

 TS 16949 (16 plants), OHSAS 18001 (5 plants), ISO 14001(10 plants)

– Learning Diverse Technology requirements and Best Practices

 Customers in all segments – Passenger Vehicles, Commercial Vehicles, Farm

Tractors, Two and Three Wheelers

– We serve every major OEM in India

 Consistent customer recognition for our performance

 10

YAZAKI CORPORATION, JAPAN

Yazaki, the world's largest producer of wire harnesses, consists of 97

companies involved in either of two industries: automotive components and
energy and environment.

A vertically integrated provider of complete electrical distribution solutions

to the automotive industry, Yazaki has spread across 37 countries through
business ties with major automakers worldwide. It now has more than 300
operations the world over.

Through its full range of design, development and manufacturing facilities -

plating, copper smelting and drawing, rubber and plastic compound
manufacturing, tooling and die, testing, computer-aided design and automated
manufacturing and engineering - Yazaki manufactures all the components of the
wiring harness electrical distribution system. These includes :-

• Cables
• Housings
• Connectors and terminals
• Fuses and relay blocks
• Protector retainers
• Grommets
• Tapes
• Tubes
 11

COMPANY PROFILE (TYA)

Mission

• We at TYA shall strive to continuously exceed the expectations of our

customers. We shall achieve this with products and services that in
quality, cost and delivery shall be among the best in the global
automotive industry.
• To be among the best, we shall commit ourselves to excellence in
technology and engineering with the help of our global partners and
achievement of shareholders' expectations of Economic Value Added
(EVA) in all our operations.
• We shall endeavor to be an employer of choice by promoting a culture
of teamwork, continuous learning and transparency in all activities, a
participative style of management that cuts across the boundaries of
levels and functions, employee growth, and compensation that is
progressive and linked to performance and merit.
• We shall inculcate in ourselves and in all that we do, the core values of
simplicity, frugality, integrity, respect and harmony.
• Further in all our efforts, our guiding principles shall be the protection
of environment and service to society.

VISION STATEMENT
 12
Build technology, business process capabilities and leadership; to
become global supplier in chosen areas of business, by 2015.

BUSINESS VALUES

We affirm to abide by the following seven values as guiding path to

us in all our transactions, negotiations and interface with all our stakeholders
(customers, dealers, employees, suppliers, financial institutions etc.)

(a) Customer focus. All activities /actions will have

intense focus to enhance internal/External customer’s satisfaction.

(b) Mutual Trust. To have a faith in colleague / co-worker

being a bonafide person, and in his working according to predefined
process/systems.

(c) Commitment. Committing to honour a promise, to achieve

a goal/ target or being responsible for given/ accepted assignment with
ultimate aim of achieving desired results.

(d) Continuous Improvement. Improving each and every

system, method, procedure and process to reduce time, cost and
complexity in business activities and to create overall satisfaction

(e) Professionalism. Handling the job/responsibilities with skills

to achieve the desired results within given time, without having a
feeling of obligation.

(f) Institutionalization. Making a system, method and

procedure to make it a regularly adhered way of working.

(g) Assertiveness. Expressing in good spirit, without fear, ones

own views without intention to offend or insult the other person.
 13

QUALITY POLICY

The Quality Policy of TYA is to strive to enhance Customer

Satisfaction by meeting customer satisfaction by meeting customer
requirements in terms of Quality, cost, and delivery of our Products.

We shall pursue the continual improvement in our quality/management

system through

• Setting and review Quality objectives.

• Promoting Process Approach.

• Enhancing Employees Satisfaction

• Operate within the framework of relevant Statutory, Regulatory and

Legal requirements applicable.

ORGANISATION STRUCTURE

CEO (MR PRASHANTH NAYAK)

COO (MR GAJENDER BAINS)

PRODUCTION FINANCE OPERATIONS QUALITY MARKETING HR

 14

LOCATION OF THE COMPANY

The company is located at Wagholi, Pune and is spread over 27 Acres

of area, with a 30,625 Sq Mt of built up area. The division located in such a
way that the central amenities like canteen etc are in proximity to all without
compromising on the safety and security aspects, The Company has paid
special attention to environmental aspects, while siting various buildings and
shades. The postal address of the company is as under:

TATA YAZAKI AUTOCOMP LTD

Survey 166, High Cliff Industrial Estate
Wagholi – Rahu Road
Kesnand, Pune
Maharashtra – 412207, India
(Tele No : 020-66315000 & Fax : 020 – 27050131)

The Company has three plants at Wagholi, one at Alandi and one at
Jamshedpur. The company also plans to establish plants at the following
locations:-

(a) Singur, West Bengal

(b) Bangalore, Karnataka
(c) Uttarakhand
 15

PRODUCTS

TYA can manufacture wiring harnesses for various segments of the

automobile industry, including buses, trucks, passenger cars, other commercial
vehicles and two-wheelers. It also supplies wiring harnesses for applications such
as air bag assemblies.

The company's products include:

• Integrated modular wiring harnesses providing power to the vehicle.

• High-tension cables capable of carrying heavy currents from the battery to
other parts of the vehicle. These are exclusively used for petrol vehicles.
• Connectors and terminals that connect various sections and modules of the
vehicle. The product range includes specially designed double-locking,
waterproof connectors and terminals.
• Junctions and fuse boxes for car safety and protection

ESTEEMED CUSTOMERS

 TATA Motors
 Honda
 Toyota
 General Motors
 BEHR
 Nissan
 FIAT
 16
 FICOSA
 17

CUSTOMER RECOGNITION AND AWARDS

Technology Focus | Admired Employer | Customer Value | Operational Excellence
 100% Delivery Certificate for achieving targets for the Year 2002-03 from
TKM

 Quality Certificate for achieving targets for the Year 2002-03 from TKM

 100% Delivery Certificate for achieving targets for the Year 2006 from
TKM

 Appreciation Certificate for `Quick Response' for the Year - 2004-05 from
TKM

 Quality Circle Winner Award from HSCI for the Year 2005-06.

 Quality Silver Award from HSCI for the Year 2005-06.

 Quality control award from Yazaki for 2005.

 Outstanding Performance Certificate from HSCI for the Year 2006-07 in

`Cost' Category.

 Outstanding Performance Certificate from HSCI for the Year 2007-08 in

`Cost' Category.

 GOLD AWARD FOR EXCELLENCE IN QUALITY " from HSCI for the
year 2008-09
 18

TOUR Employer | Customer

TYA- STRENGTHS
Value | Operational Excellence
 Manufacturing process aligned to Yazaki global standard
New Yazaki System (NYS)
SOC free components
 Design and development capability
Wiring harness design and development
Component development
 Learning Center to ensure trained and skilled manpower
 In-house Testing facilities and Benchmarking Cell
 Grow with customer / parent processes
Toyota Production System
TATA Business Excellence Model (TBEM)
 Customer Service Support
Quality Resident Engineers for Electrical trouble shooting on vehicles,
Coordination for new vehicle try outs, Feed backs from Assembly line for
further Improvements

 Proto & Vehicle launch Support

Resident Design Engineer for the Proto Vehicles, Fast co-ordination for
the design changes implementation, Co-ordination for design review &
validation
 19

2500 2427.5

2000
1881

1500

1182.8

1000
791.8

500 413.8
250.2
106.5
63.5
0
1999-2000 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07

TYA BUSINESS STATISTICS

(IN MILLION RUPEES)
 20

HUMAN RESOURCE MANAGEMENT

HR Mission

1. Human Resource Management will be the catalyst for facilitating

proactively the learning, change and performance.

2. It will constantly strive to develop, through various initiatives, a culture

of excellent performance throughout the organization.

H R Values

 The organization’s performance is determined by the aggregate

performance of the people. We will ceaselessly invest in our people to
improve their performance

 People can give their best if the organization offers a fair and effective
system of measuring performance, rewarding impartially and rationally the
high performance and creating a collaborative culture and ambience to work
in. We will continuously strive to create fair systems and maintain all these
factors in place.

 Visionary leaders build the institution but many brilliant executors

could give it the life. We will develop both of them.

 We will be consistent in our actions in people development and

institution building and will be sensitive to changes at all times.

 We will try to expose our employees systematically to all knowledge

and learning so as to develop them to their full potential.
 21
 Attitudes and values play important roles in the process of
creating an excellent organization. We will develop right attitudes of our
people and enforce correct values in them.

 Every process / method / system can be innovated and / or improved.

We will maintain all H R processes and systems improved to the
requirement of the times

 An organization is known by its people. We will improve the overall

quality – the etiquettes & manners, knowledge, abilities etc – of our people.

 Training, mentoring and guidance become valuable help to

individuals in career building efforts. We will create platforms / systems to
mentor our people.

 We will create value-based professional culture to facilitate man-

management to improve individual performance and the performance of the
organization.

We sincerely believe in these values, therefore, we will pursue them and

act upon them relentlessly.

Tata Yazaki Autocomp Ltd recognizes its employees as the most

important asset for its continued growth. H R Management in TYA strives to
ensure continuous organizational growth by nurturing the strengths of its
employees and providing the environment and opportunity for every
individual to rise to his / her highest potential, identity and achieve his / her
personal goal within the framework of organizational, societal and national
objectives. It endeavors to uphold the dignity of individuals by recognizing
their worthy contributions and making them feel proud partners in progress,
through the following measures:-

 Ensure a high degree of selectivity in recruitment of employees /

trainees explicitly on the criteria of the knowledge, skills and attitudes, so as
to secure super achievers and nurture them to excel in their performance.

 Impart such induction, orientation and training as to match the

individual to the task and inculcate a high sense of organizational loyalty.
 22
 Provide facilities for all-round growth of the individual by
training in and outside the organization, reorientation, lateral mobility and
self-development through self motivation.

 Groom every individual to realize his potential in all facets

while contributing to attain higher organizational and personal goals.

 Build teams and foster teamwork as the primary instrument in all activities.

 Recognize worthy contributions in time and appropriately, so as to

maintain a high level of employee motivation and morale.

 Implement equitable, scientific and objective system of rewards,

incentives and control.

 Contribute towards health and welfare of employees.

HR Management Policy

Policies & Ethos

In our human resource development ethos, every individual is a part

of, and responsible for, our every success. We endeavor to uphold the
dignity of individuals by recognizing their worthy contributions and making
them feel proud partners in progress. The TYA takes care, not only of the
employee, but also his family, by providing education, healthcare, sport and
recreation facilities - making for a happy employee, and a healthy
organization. This environment has existed since its inception.

Building teams and fostering team work are the primary instruments
in all activities. We recognize worthy -contributions in time and
appropriately, so as to maintain a high level of employee motivation and
morale.
 23
Our human resource development effort goes further
with activities such as inter-departmental interaction, skill up gradation,
multi-disciplinary training, leadership development and quality management
lessons.

Manpower Planning

Every year, census/requirement (includes increase and in which areas)

is taken from all branches by July/August/September. Based on the
requirement, a work chart is prepared and overall vacancies are worked out.
The work chart is signed by all and then frozen till next year. The
requirement is based on time chart i.e. when required (worked out three
months in advance). Based on the requirement, the advertisement is given
out followed by screening/interviews and short listing by HR and further
screened by respective branches. This includes technical test and aptitude
test. This is followed by issue of call letters to the selected candidates.

Work Force

Strength At present the strength of the company (Only Wagholi Plants) is

approximately 3000 workers which include about 800 permanent workers and
remaining workers are employed on contractual basis.

Levels The following levels of employees exist in the company:-

(a) M1 Level - CEO/COO

(b) M2 Level - VP/GM

(c) M3 Level - DGM/Managers

(d) M4 Level - Dy Managers

(e) M5(II) Level- Associates/Line Leaders/Supervisors

(f) M5(I) Level - Operators/Trainee operators.

 24
Minimum Qualification Minimum Education qualification
for operators is 12th or ITI

Job Analysis

The systematic qualitative appraisal of each job or position in an

establishment either through an assignment of points for job characteristics or
through comparison of job factors for the purpose of determining relative
position of the job hierarchy and for fixing wage rates is systematically
followed in TYA. The procedure consists of:-

(a) A detailed study of job

(b) Job description.

(c) Job specification.

Functions of H. R. Dept

The primary function of the H R Dept is to identify, select, engage and

retain good talent, skill and knowledge matched with the Company’s
business requirements. There are five major processes / functions carried
out by the H R Dept. These are as follows :-

(a) Recruitment / Selection and Induction.

(b) Training and Development.

(c) Performance Management.

(d) Rewards and Recognition.

 25
(e) Organizational Structuring.

Recruitment/Selection

The Company follows a very stringent and effective procedure for

recruitment and selection. The H R Dept carries out an exercise on
“Competence Mapping”. All resources such as placement agencies, dot.com
companies, advertisement agencies etc are tapped to attract the best talent. CVs
of prospective candidates are compiled and short listing is carried out by

respective dept heads. Candidates are called for interviews and subjected to
psychological and aptitude tests. Interviews are conducted by respective dept
heads. Junior level appointments are made by General Manager. Senior level
appointments are approved by Head of H.R. Dept and CEO.

Induction

Comprehensive induction for all new entrants to familiarize with TYA,

its values and mission and culture is planned. This is the first step towards
synchronizing the human potential with the organization’s goals. An induction
kit is given to all new entrants, which includes all the code of conduct,
Performance Appraisal Booklet, Leave Card, Telephone Directory, and all
requisite joining forms. The incumbent is inducted in a planned manner.
Feedback is also taken to ensure her/his comforts and scope for improvement

Training and Development

In TYA, training is considered a very critical success factor. It firmly

believes that in this era of cut-throat competition and quality consciousness,
maintaining and upgrading workforce capability and expertise lies in effective
training. Sensitivity lies in the manner the organization takes care of its
employees’ development needs. The Company has provided a platform to its
employees so as to enhance their skills for their own benefit as well as that of
the Organization, resulting in a WIN-WIN situation.

The training initiatives at TYA can be classified under two broad

segments:-

(a) Initial Training-

 26

(i) Seven days initial training at Learning Centre

(ii) Fifteen days of on the job training.

(b) Soft Skill Training – Tata Autocomp Ltd Training Centre.

(c) Annual Training - Three days annual training for each

employee.

Performance Management

At TYA, Performance Management is given great importance in

order to enhance the development of skills and to promote
professionalism, efficiency, competence and commitment, as also to
identify training needs of employees at various levels of
management. A 180° Appraisal System is in vogue and is followed
in a fair, diligent and stringent manner. Annual Operations Plan
(AOP) is prepared function-wise to ensure effective implementation
of the appraisal system. Refer Annexure attached.

Organizational Structuring( HR Department)

The H.R. Dept plays a very crucial role in defining organizational

structure to include various levels of management, reporting
channels and the strength of personnel in various departments. The
structure is as under:-

GENERAL MANAGER (HR)

(Mr Ravindra Choudhary)

MANAGER MANAGER MANAGER ADMIN

DTA-1 DTA-2 & TIME OFFICE RECRUITMENT
&
TRAINING
(Milind Kulkarni) (Ravindra Rao) (Suhas Ghatwai) (Col Satish
Tonapi)
 27

(Note- DTA- Domestic Trading Area)

Miscellaneous Functions

Besides the above, the H.R. Dept is actively engaged in several other
functions. These are:-

(a) Job evaluation, job description, preparation and implementation of

organizational chart.

(b) It facilitates the top management in defining mission, vision and

business values.

(c) Creating a good ambience at the offices and workplace to enhance

efficiency.

(d) Facilitating upward and downward communication to improve the

satisfaction and motivation among employees and redressal of grievances.
 28

PERSONNEL MANAGEMENT

The Personnel Dept is responsible for all administrative matters

pertaining to employees. Broadly, these include the following:-

(a) Maintenance of personnel’s records and

documentation.

(b) Pay and allowances.

(c) Leave Policy.

(d) Provision of facilities.

(e) Execution of welfare schemes.

 29
(f) Meeting statutory requirements.

(g) Representation of workers and union management.

(h) Safety and health related issues.

(i) Social functions.

Pay and Allowances

There are three categories of pay and allowances as follows :-

(a) Company employees - Monthly rated.

(b) Managerial category. Monthly rated.

(c) Contractual workers. Daily, weekly and Monthly rated.

The entire payroll is computerized. A smart-card is used by each

employee, which enables automatic recording of attendance and calculation
of pay and allowances accordingly. Cheques are prepared and credited in the
employees’ accounts directly by the first working day of the month.
Payment to contractual workers is made through the contractors.

Pay & Allowances Structure .The salaries comprise the following:-

(a) Basic pay.

(b) Dearness Allowance.

(c) House Rent Allowance.

(e) Conveyance Allowance.

 30
(f) Educational Allowance.

(f) Special Allowance.

(h) Washing Allowance.

Leave Policy

There are three types of leave entitled to employees viz. casual leave
(CL), sick leave (SL) and earned (privilege) leave (EL). The category-wise
entitlement is as follows:-

EL CL SL

(a) Workers 22 08 08

(b) Managerial Category 22 08 08

(Privilege leave is at the rate of one day for every 14 working days.)

Rewards and Recognition

Appreciation of good work by the organization is one of the most

important factors which encourages towards higher performance. The
various Rewards and Recognition Schemes of the Company are linked to the
Performance Appraisal System, helping in succession planning and
identifying leadership roles. Team awards are also given when exceptional
performance in achieving difficult targets is displayed and team members
are individually recognized.

The Reward and Recognition Schemes comprise the following :-

(a) Worker of the Month : These awards have become iconic

in the company, with employees vying for the honour by way of
healthy competition. The awardees are recognized in functions at their
workplace and reasons for selection are transparently announced to
all.
 31
(b) Star Performers : Excellent performance is
recognized by way of a very stringent selection process. These
rewards are given on the basis of consistent performance. Various
managerial attributes like leadership, performance, attitude, initiative
and proactive-ness are taken into account. The nominees are required
to undergo a program at the Assessment Centre, where team exercises,
management games, presentations, case studies and psychometric
tests are conducted for selection of winners. The winners are eligible
for very attractive schemes.

(c) Cash Awards : Cash awards are given for exceptional

performance and initiatives.

HUMAN RELATIONS

1. HR Programmes

A truly excellent organization is that which continuously strives to

align its goals with its people’s aspirations. Being Excellent requires total
commitment and acceptance of principles on which the organization bases
its behaviors, activities and initiatives. When it turns them into practice, it
opens the access to Sustainable Excellence.

TYA recognizes its employees as the most important asset for its
continued growth. It nurtures the strengths of their employees and provides
opportunities and environment to develop potential and facilitate
achievement of goals by all individuals. The HRD policy is committed to
upholding the dignity of individuals by recognizing their worthy
contributions and making them feel proud partners in progress. The HR
strategies and plans are drawn in line with the organization’s Long Range
Plan and Annual Operating Plan. The HR AOP is in turn prepared in line
with Company’s Vision, Values and Policies. All the people policies are
evolved through a consultative and collaborative process.
 32

At TYA every individual is considered to be having two separate

entities, bound into one. He is a professional ready to make his mark in the
professional world and also an individual with a personal life independent of
the organization. This personal individual is as important to the organization
as the working one. Thus the well being of the ‘complete person’ is
considered the responsibility of the Company.

HReach programmes-

A new concept of interaction and feedback has been introduced

wherein representatives of various departments (cross sectional teams)
interact with the nominated HR team leaders to ensure a more effective
system of feedbacks.

The HR objectives are also in tune with the thought: ‘Facilitate

continuous learning to proactively help people change their mindset to align
with industry needs and facilitate high level of performance of individuals.’

HR programmes are reviewed based on the feed back received

through various channels such as Employees Satisfaction Survey Results,
Speak out Sessions and Open House. The next step has been to empower
the employees which come with responsibility and authority to take
decisions. Towards this end, TYA has taken firm steps and instituted
measures like Communicating the Vision, Leading by Example, Establish
new Mind set across the organization, Build interpersonal skills, Provide
Problem solving Tools, Form Support Teams, Establish clear Performance
measures, Define Authority & Responsibility and Recognize Achievements.

Motivation

Appreciation of good work by the organization is one of the most

important factors which encourage motivation towards higher performance.
The various Rewards and Recognition Schemes of the Company are linked
to the Performance Appraisal System, helping in succession planning and
identifying leadership roles. Team awards are also given when exceptional
performance in achieving difficult targets is displayed and team members
are individually recognized.
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2. Communication

Communication is a basic tool for motivation which can improve

morale of the employees in an organization. Effective communication can
maintain good human relation in the organization by encouraging ideas or
suggestions from employees or workers and implementing them wherever
possible. At TYA, they have evolved effective and speedy communication
policies and procedures to establish a high degree of transparency. Leaders
directly communicate with people to exchange ideas and share critical
organizational plans and policies. Following channels of communication are
effectively used at TYA :-

a) Employee Feedback
b) Open House Sessions
c) Monthly Meetings(Common Forum)
d) New entrant meet- after three months.
e) Exit Interviews
f) Display of all policies on the notice board
g) Performance Management System and Work Plan Review

4. Industrial Relations

a) Trade Union

TYA has an internal trade union which is absolutely apolitical

and has contributed in a big way towards the growth of the
organization. Meetings are organized on weekly basis, however if
need be they are free to meet the management at any time. The
hierarchy of trade union comprises of President, Vice-President,
Secretary, Treasurer, and members. Employees are discouraged to
associate with any external trade unions.

b) Employee Discipline

(i) Punctuality

(ii) Uniform and shoes compulsory for all.

(iii) Apron for employees working on floor.

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(iv) Leave to be approved in advance.

(v) Lunch and break timings to be followed.

For minor discipline problems, the employee is counseled. For

offences of serious nature such as theft, fraud, etc., strict disciplinary
action is taken. A well evolved code of conduct is in place and is
time-tested and proven very effective over the years.

5. Social Security

Two main aspects which are dealt under this subject can be
categorized as:

(a) Internal Measures : This includes pension scheme and

gratuity. The pension depends on last drawn salary and the length of
the service rendered by the employees. The rule of family pension is
also followed as per normal practice in vogue. The gratuity is as spelt
in the Act of 1972 and is paid to employees who have 5 years of
consecutive service. This is worked out separately for 2 categories of
employees namely Monthly- Paid and Daily rated.

(b) External Measures : TYA runs a number of programs to

benefit the society which include :

(i) Well planned environment policy.

(ii) Control pollution by applying stringent measures such as

waste management, noise pollution (restricted decibel level)
and water management
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WELFARE

1. The employee welfare program at TYA is based on the management

policy which is aimed at shaping the lives of the employees towards self
satisfaction and prosperity. Therefore, the concept of employee welfare
includes three major aspects, namely finance, physical and mental welfare.
The management belives in “A stress free individual is a confident and
productive worker”. Several effective welfare measure are in place to
provide maximum benefits and satisfaction to the employees. The following
facilities are being provided to the employees:-

(a) Canteen A canteen is run by the organization to ensure that

good quality food is provided to all its employees. The canteen is run
on contract basis and to supervise the canteen a committee is
elected /nominated. Breakfast and one meal at 82% subsidy is
provided to all the employees.

(b) Medical The realization of the signification of maintenance

of good health is well understood by the company and they have
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adopted a suitable Health Initiative Model for the employees
and their dependents. Under the Model the following initiatives have
been taken by the organization :-

(i) Preventive Health Initiative. All employees For those

above 35 years of age, spouses are included in the program.

(ii) Workshops Life style modification workshops, in

house Yoga training facilities, art of living basic course and
diabetes management program are organised periodically.

(iii) Mediclaim. All employees are covered under this

scheme and the entire premium is paid by the company.TYA
has entered into a long term tie up with Joshi Hospital located
near the plant and also at Jahangir Hospital,Pune to facilitate
employees to avail the best possible Medical treatment. This
kind of tie up is a unique initiative in industry today. Besides
the employee the benefits are also extended to children and
dependant parents.

(iv) Health Care Centre. At the plant site a health care centre is
being run by the company. Two doctors and two nurses look after
the centre. One ambulance has also been catered for.

(c) Loan The welfare programme at TYA is based on the

management policy which is aimed to shape the lives of the employees
towards self satisfaction and prosperity, with financial aspect being one
of the major element. The following financial assistance is being to the
employees :-

(i) Housing Loan Housing loan is provided to employees

with reduced interest rates.

(ii) Education Loan To facilitate higher education for

employees and their children.

(iii) Marriage Loan To ensure joy of the occasion.

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(iv) Death Fund . To support the bereaved family
during the moment of crisis.

(d) Scholarship. Children of employees who secure meritorious

success in SSC, HSC and degree exams are felicitated every year and
similarly employees on their children with high proficiency in sports are
given financial assistance to participate in higher levels of competition.
The workers also benefit out of TATA Group scholarship programmes.

(e) Safety A safety officer is appointed who is assisted by a

safety committee to ensure safety of employees. TYA is implementing
ISO 14011 and OHSAS1800 systems. These systems define
responsibilities and authorities related to environment and safety.
Wastage, unsafe acts and conditions, pollution and unhygienic condition
have been eliminated. Many safety measures on the shop floor as well as
the factory premises have been instituted as under:-

(i) Safety training is being imparted to all.

(ii) Safety week is being observed regularly.

(iii) Road safety measures have been instituted inside

the factory.

(iv) Safety measures are being provided to all including the

trainees.

(v) Routine safety audits are being carried out.

(vi) First aid preparedness is ensured by periodically

training the employees.

(vii) Security staffs have been trained as drivers for

the ambulance.

(f) Miscellaneous. The following additional welfare activities are

also being conducted at TYA.
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(i) Diwali Gifts Since inception, a gift is given to
every employee on the occasion of Diwali.

(ii) Family appreciation On completion of 25 years of

service, an employee and his children are being felicitated.

(iii) Social Gathering Social gathering for employees and their

families is being organised twice a year. This held in the form of a
gala event, which includes an entertainment program followed by a
sumptuous feast.

(iv) Retirement Gift A memento is given to all retiring

employees to remind them of their association with the company.

(v) Provision of clothes and shoes. Two sets of uniforms and

shoes are provided to each worker every eighteen months. One pair
of industrial safety shoes is provided to shop floor workers. Woolen
Jerseys are provided to security personnel.

(vi) Welfare Fund. A generous contribution is made to Employees’

Health & Family welfare Fund, which takes care of hospitalization
and expenses on medical treatment of the family members of
employees. All personnel contribute voluntarily.

(vii) Sports . The company supports excellence in sports also.

Employees or their children with a high proficiency in a sport are
given financial support to participate in high levels of competition.

(viii) Environmental Issues. The Company meets all statutory

requirements of the Pollution Control Board in disposal of wastes.
More than 750 trees exist in the premises. Vermiculture is being
carried out to produce fertilizer from waste. A bio-gas plant is
under construction in the premises. The Company lays great
emphasis on environmental conservation.
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CONCLUSION

My visit to TYA and interaction with the H.R. and Personnel Dept
heads has given me a deep insight into the functioning of these departments.
Their professionalism, enthusiasm and positive attitude speak volumes about
the ethos and culture in TYA. The success of the Company can, without
doubt, be attributed to a strong leadership, an efficient managerial set-up and
a motivated and skilled workforce. The Company’s emphasis on a “human
resources” approach has paid rich dividends to all stakeholders.

The Company has effectively kept pace with the technological

advancements around the globe. It’s vision; policies and stringent quality-
consciousness are world-class. Its sterling performance, values and ethics have
given it a pride of place on the global scenario as well.
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The immaculately maintained premises, greenery, neat and clean
workplace and adherence to all statutory requirements ensure a healthy,
pleasant and safe working environment for all its employees. All the factors
combined together make it an enviable role model for other industrial
establishments to emulate.

The Company is a jewel in the industrial ‘crown’ of the nation. I, in

my own humble capacity, wish TYA continued success to attain higher and
higher levels of glory and achievement.