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When India achieved independence in 1947, there was hardly any industrial base in
the country. Right form the prior H.M.T. has played an important role in providing the much
needed industrial base as well as a launching pad for the growth & development of the
country.
HMT was conceived by the Government of India in 1949, and was incorporated in
1953, with the objective of producing a limited range of machine tools, required for building
an industrial edifice for the country.
HMT Limited was established in 1953 in technical collaboration with M/s Orleikon of
Switzerland. Over the years, new products have been added to its manufacturing range. It
has technical collaboration with over 30 leading International Engineering Companies for
manufacture of various products HMT’s diversified product range includes Machine Tools,
Watches, Tractors, Printing Machine Press, Di-Casting and Plastic Injection, Moulding
Machines, Food Processing Machinery, CNC Systems, Bal Screws etc.
This Unit was established as Machine Tool Corporation of India limited in January
1964 keeping in view the Government Policy of differing new industries in under developed
areas of the country and achieving self reliance in production of Grinding Machine Tools
which were imported.
This Unit was started 1970-71 with a production of Rs. 8.64 Lack faces with difficulty
in procurement of quality Machine Tool Casings a captive Foundry Plant was installed in
193 with a capital of about Rs.2 Crore.
This Unit was subsequently merged with HMT Ltd. On 1st April 1975 as sixth
Machine Tool Plant with this merger; the Unit got backup support of HMT. The basic plant
was established with the collaboration of the Czechoslovakian firms, M/s Skoda Export,
Praha and German firm WMW, then in East Germany.
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Today, HMT is a Multi-Product, Multi Technology Engineering Complex with
strengths comprising of:
16 Manufacturing Units / 22 Product Division
Assets Worth over US$ 250 Million
ISO-9000 accreditation
the widest range of machine tools, ranging from General- purpose lathes to CNC
turning machine centers.
Source of qualified and experienced Manpower.
To produce and market engineering goods and services of world class excellence
for satisfying the aspiration of the stake holders through total performance leadership,
consistent with the national socio-economic needs and priorities.
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Board of Directors
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Introduction To the Organization
HMT AJMER UNIT PROFILE
MTA AT A GLANCE
Workforce 426
[Officers : 108
Workers : 318]
Working shifts 4
1. Machine Tools
2. Project Consultancy
3. Tractor & Agricultural Implements
4. Watches
5. Bearing
6. Printing Machinery
7. Software & IT Services
8. Imports
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Factory Lay-Out
Unit has two workshop Buildings-Building 1-1 Houses assembly, Painting, heavy
Parts, and High technology centre and test floor. Building1-2 houses small parts,
medium parts, tool room and special accessories, tool crib, tractor hydraulics, heat
treatment shop and plant maintenance departments.
Annex houses civil maintenance, vendor development and sub- contracts, electrical
generation or distribution and conservation.
Stores building houses central stores, material planning and training centre.
Pattern shop Building houses pattern shop and machine shop of training centre.
Foundry shed houses moulding, machining, sand-plant, core making, knock out,
short lasting areas.
Store foundry block houses personnel, engineering, designing, information
technology centre, industrial engineering, servicing and G.M.’s office.
Administrative building houses purchase, sales and finance department.
Technology base
Unit has Machine shop well equipped with 186 nos. precision machines, such as CNC
Machine centers, CNC Lathes, Jig Boring, Honing, Super Finishing Machine, Plano-milling,
Sideway Grinding, Milling &Lathes. Apart from these, unit is also having heat treatment
shop, Measuring Centre to measure high precision items & test pieces, Material testing
laboratory, CAD centre, Information technology centre and foundry.
The unit has highly skilled and dedicated work force of 394 employees (109 officers
and 285 workers). The unit has qualified and experienced design &engineering personnel
to fulfill requirement of business operation to the entire satisfaction of customers.
Unit business
Manufacture of machine tools:
Wide range of CNC conventional, general purpose & special purpose
grinding machine (cylindrical, centre less, internal, crank shift, duplex,
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horizontal & vertical, tool & cutter). The product strategy is mainly focused
on auto & auto-ancillary, engineering and defense segments.
Unit’s product CNC double disc grinder displayed in IMTEX 1998 at New
Delhi was conferred upon CMTI trust award for the best innovative design of
the year.
CNC turning centers.
CNC training machine (lathe & machining centre).
Other machine like super finishing, Knife edge grinding, Gap grinding, cot
grinding, coil winding, Needle sharpening, Rotary table vertical surface
grinding, etc.
2. FACTORIES:
2.1 HMT I & II Bangalore
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2.2 HMT III Pinjore
2.3 HMT IV Kalamassery
2.4 HMT V Hyderabad
2.5 HMT VI Ajmer
Market Standing
The unit pioneered manufacturing technology for grinding machine in India, which
was a milestone for country’s journey towards self-reliance.
Unit has positioned itself as “Centre of excellence for Grinding Solution”. It caters to
requirement of sun rising user sectors like Automobile, Auto Ancillaries, Tractors, Bearings.
It also caters to requirement of General Engineering, Defense & Power Sectors.
Reliability and precision are hallmark to have a fleet of 7500 machines working in
every corner of country & abroad.
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The unit has the distinction of getting “National Productivity Award” (instituted by
National Productivity Council if India), in Machine Tool Category for the year 1986-87 from
the Hon’ble President of India.
Awards Won
(i) National Productivity Award, in Machine Tools Category for the year 1986-87.
(ii) National Award for R&D efforts in Mechanical Engineering Sector in 1990.
(iii) ISO-9001 Certification on 24th February 1994 HMT Ajmer was the First Unit to
receive this certification in Rajasthan & Second in HMT Units.
(iv) National Award for excellence in indigenization of Defense Stores in the category of
Mechanical Engineering for the year 1993-94. This Award was for development &
supply of Hydraulic Unit for T-72 Tank.
(v) MTA product, computer controlled double disk grinder CNC GDS-22 displayed in
IMTEX-98 at New Delhi, was confirmed upon CMTI – Trust Award for the best
innovative design of the year.
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3. Service & Inspection Department: Headed by DGM. This department is
responsible for inspection & Servicing of the M/C’s. This department is concerned
with the inspection of various components and machines being manufactured. The
inspection is carried out in various stages, beginning from the inspection of individual
components at different stages of manufacturing followed by the inspection of the
whole machine while included final runs etc. Inspection of incoming material is also
handled.
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7. Foundry Department: Headed by JGM Foundry. This department is
administratively under HMT Ajmer, but functionally under executive director.
9. Sales Department: is headed by DGM. This dept. is divided into 3 sections viz.
Sales, Spares and Reconditioning. These functions of sales sections are the
execution of sales order and to bid for contracts through tenders. The function of
service section is to provide after sales & also looks after customer’s complaints and
supply of spares.
10. Security Department: This is headed by Asst. Security office. Main function of this
dept. is preventions of theft, sabotage and maintenance of industrial security within
the HMT compound including Township.
11. Quality Assurance Department: Dy. General Manager heads this department. This
department also looks after the feedback received from marketing division so as to
make improvement accordingly.
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HRD Activities
The Unit has got well-equipped training center to facilitate periodical HRD Activities,
Vocational Training to student’s customers, Training etc.
The Unit has provided amenities such as town ship consisting of 136 Quarters
Transport facilities for school going children, canteen, sports, facilities etc.
The organization hierarchy consists of seven management levels in all. They are listed
below in descending order:
General Manager
Joint General Manager
Deputy General Manager
Assistant General Manager
Manager
Deputy Managers
Foremen
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HIERARCHY IN THE ORGANIZATION:
Diagrammatic Representation
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Human Resource Management
Meaning and Definition
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Features of HRM
Pervasive Force.
Action Oriented.
Individually Oriented.
People Oriented.
Development Oriented.
Integrating Mechanism.
Comprehensive Function.
Auxiliary Service.
Inter-Disciplinary Function.
Continuous Function.
2) Career Development
Promotion policy & rules for workmen.
Promotion policy & career planning.
Performance appraisal system.
Rules on seniority.
Transfer policy & rules.
3) Conduct regulations
Conduct discipline and appeal rules.
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Standing orders.
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Overseas medical insurance scheme.
Trade union
“Unity is strength” We can understand the real meaning of the idiom which we heard from
childhood, only when we use it in our practical life and trade union is practical use of this.
Means what is the trade union? If we find the answer than we can say that trade union is an
organization.
A trade union is a natural and necessary vehicle for workers to secure protection dignity
and moral status at work.
So we can say that an individual is not able to organize and defend his interest as well as
group can. Therefore workers saw the advantage of organizing themselves into group to
improvement there terms and condition of employment.
Trade Union Organization in HMT - Earlier there is a union, which work with non principle
ways . So people are against it. They divide it in two parts- i) Shramik sangh ii) Mazdoor
sangh.
This sangh believe to work with national principle. It fights election with employee union
and wins the election and get affiliated. This work for two and half year and after that it
divides in Mazdoor and Shramik sangh and after some time it also divides in MTS also. In
1997 worker union build from Employee union.
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company worker with the union. Union Leader is chosen by the company labour on their
agreement and work for labour.
• For benefits of labour- Organization of trade union is mostly or mainly for the
benefits of labour, to give them justice, to solve their problems etc.
• For benefits of organization- What is the responsibility of trade union? Is fight for
their rights and strikes? Are we see the rapid changes around us or trade union is
limited to that extent or something more? When we see it, than it seems that real
mean of union is to work for profits of organization and create good position of it.
• In the form of a chain- It is an art to fulfill the communication or management
according law.
b) For management-
• To communicate any report- It is not possible that any communication takes place
directly between management and labour. So, the management’s people talk to the
leader of union and declare their decision through leader. So, to communicate the
management side to union, trade union is required.
• It is an authorized body to union for management.
I. Type of trade union- Trade union has its existence on each. So, on this base
it is of two types.
II. That trade union which has its existence not only in company but in state and
country and is called as Indian level union.
That union which has it’s existence upto it’s own district. For Example:-In HMT- HMT
workers union comes under this.
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Dealing With the Trade Unions
When the manufacture was handwork and the productive group was a small one,
the worker was looked upon a commodity which not be easily secured but also be replaced
when he was no longer useful. Hence the employee’s attitude was that of considering the
supply and demand position as in the case of commodity. The employer being in a
dominant position, he dictated the terms and condition of service. The inhumane treatment
the workers were receiving, filthy and unsafe condition, harsh and unjust supervision and
intolerant by low wages. The workers realized that they must help themselves. They formed
unions. Unity becomes strength. Slowly but surely the worker began, because of his union
to be treated more and more like human being and like either commodity, machine or tool.
Hours were shortened and regulated, wages were increased, leave and holidays were
granted, and safety measures were taken. Thus a worker joins a trade union and starts
bargaining collectively for the improvement in his working conditions, he gain his status in
his own eyes and those of his fellow-workers.
There are a lot of misconceptions about the trade union and they are mainly
because of the psychological mindset of the employers. The purpose of the unions is not to
remain at daggers’ drawn with the management but to protect them at work to improve the
working conditions of its members. The trade union movement has a long history in India.
The trade union came into existence long before the freedom was achieved. Before that,
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Mahatma Gandhi has formed a union of textile workers of Ahmedabad and his union
enjoyed tremendous respect of the proprietors as well as workers.
Employer should not get panicky when a union is formed by the workers since the
right to organize or form a union is not only natural but a fundamental right of the workers /
employees as guaranteed by the Constitution of India. The workers also realize that if they
bargain as individually, the employer would have better leverage, for an individual would
not matter as much as a group in terms of the running of the enterprise. Since a group’s
contribution is much larger than that of a individual, so are the effects of its withdrawal.
Also, an individual may not be able to organize and defend his interests as well as a group
can. Therefore, workers saw the advantage of organizing themselves into groups to
improve their terms and conditions of employment. The enlightened employers also found it
advantageous to deal with a group, or a representative of a group rather than go through
the process of dealing with each individual over a length of time.
A trade union is a natural and necessary vehicle for workers to secure protection,
dignity and moral status at work. Whenever person’s means of livelihood are in the hands
of another, whenever there is a labour of division, a division who direct and those who are
directed, the union is the natural protective agency against arbitrary, unjust or mistaken
decisions. Some employers are surprised at the need for ‘protection’ but the fact simply is
that no employer, however knowledgeable and well-intentioned, can realize the implications
or anticipate the consequences of all his decision for employees and their families.
Consequently, the union is neutral, sometimes the only agency for such protection as well
as the apt vehicle for ensuring progress in the workers’ condition of life and work. The
necessity and inevitability of union for large organization and still maintain that the
employees will not feel the need of a union in small establishment. Ordinarily, if the
leadership of an organization is at all enlightened, if it’s policies are straight-forward, clear
and fair communications open and a sprit of collaboration cultivated, there should be no
need for their fellow collaborations to organize. it may be helpful for an employer to
remember that when the employees form the union, unity of workers is always a source of
great insight into organization and the circumstances of the employees. The management
should not look upon an employee who has joined a union as ‘disloyal’. The term ‘loyal
worker’ and / or ‘disloyal worker’ are objectionable terms and be avoided. And employee
has two loyalties: one to the organization, other to the union. A good ‘Unionist’ can still be a
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‘good employee’. Consequently, the employer should not feel it as a personal affront or
disappointment if a ‘good’ employee joins the union, or even leads the drive to form a
union.
There is a marked distinction behaviour and intentions. Employees see behaviour
not intentions. They react, not to the employer’s good intentions but to his behaviour as
they perceive it. There is always a communication gap here: a difference between the way
the manager perceives himself and his behaviour and the perception of same by the
employees.
The decision of the employees to form a union or any employee’s decision to join
or not join should not be interfered as this is there internal matter. The formation and choice
of a union is no business of the employer. Also such an interference amounts to an unfair
labour practice under section 2(r) read with fifth schedule of the Industrial Disputes Act.
Such steps will also be counterproductive. Also some managements attempt to set up rival
employee unions. This not only unjust but invariably aggravates the reciprocal relations.
Even when employees desire an outsider union to represent them, tht is their
choice and responsibility. The employer has no justification to interfere. Very often this
position indicates an underestimation of the employees, a false paternalism, and failure to
treat employees as the adults they are. An outsider will not be able to get a following unless
there is a real grievance somewhere. There is a distinction between registration of a union
and its recognition. Registration is the act of the members of union by which through a
procedure set up by the government the union attains legal identity and status. If the union
provides the information required by the Trade Union Act, 1926, the Registrar of Trade
Unions give it a registration number under the Act. Recognition, on the other hand is an act
of the employer whereby he agrees to treat a certain union as the legitimate representative
of all the establishment’s workmen. There is no central legislation obliging the employer to
recognize a union. Even in Maharastra, Gujrat Madhya Pradesh and Rajasthan there are
no uniform legislation either for recognition or representative unions. So far as public sector
undertakings are concerned, the Departments of Public Enterprises has instructed the
PSUs to recognize the trade union under code of discipline in industry but that has no legal
sanctity. Also the multiplicity of unions creates hurdles in determination of representative
character.
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When the union resort to agitational activities such as demonstration, work to rule,
non co-operation etc., the action called for will only be known in the light if the particular
circumstances. Under such situation, the employer should appreciate the utility of dialogue,
negotiating, bargaining. Keeps talk going, listen dialogue, stress communalities, work out
alternatives, negotiate but keep communication going. Keep also a sense of humour.
Humour keeps things in perspective. Such an approach can be helpful in defusing
explosive situations and establishing a problem-solving atmosphere. Efforts should made to
resolve the disputes/ grievances by settlement.
Only the facts that should be the basis for any settlement. The more facts that
enter the discussion, the more feasible become the suggested solutions. It is far more
helpful to look at facts open-mindedly than to speak of ‘management rights’ or ‘union
rights’. There is very little in such situations that can be solved by appeals to ‘principles’.
What are the facts? What solution benefit the institution, employees and the community it
wishes to serve? In most situation incidentally, there should be no reason why financial
sheets and balance record of the organisation cannot be openly shared. Efforts should
always be for a solution from which both parties gain.
An amicable settlement and not confrontation should be the main aim of the
organization. Most of the labour disputes ultimately result into settlement and then why not
start the process in the beginning itself.
The most important quality of a personnel is his capacity for dealing with problems
with initiative, energy and imagination as to be able to devise a workable solution. He must
be capable of clear thinking and should have temperament with a liking for people and
interests in their problems so as to inspire their confidence. He should have capacity of
leadership ability to convince, persuade and encourage to meet opposition calmly without
showing any temper or emotional instability. He should have strength of character and
integrity and sense of justice and fair play. He should have adequate knowledge which
would enable him to devise plans objectively so that he may gain support for his proposals
both from his superiors and subordinates.
Should a Personnel executive find himself in such a situation where the workers
are organizing, it may be helpful to remember the following:
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When workers organize, is always a source of great insight into circumstances of
the workers. Avoiding any alarm or panic, try coolly to diagnose the symptoms, to see what
the message is. Workers don’t organize unless there is a real ‘pinch’ somewhere.
Do not in anyway interfere, threaten or try to influence either the workers’ decision
to form a union or any worker’s decision to join or not to join. The formation and choice of a
union is no business of the Personnel Executive. Not only is such interference an unfair
management practice but it is usually counter- productive. Some managements have
attempted to set up rival employees unions. This is not only unjust but invariably
aggravates the situation. If the Personnel Executive will respond: ‘I do not mind employees
organizing but I do object to outsider leading them’. If union is truly representative of the
workers and they wish an outsider to represent them, that is there choice and responsibility
and the Personnel Executive has no ground to interfere. Nor is it wise to thin too quickly
that the workers are being misled. Very often this position indicates an underestimation of
the workers, a false paternalism, and failure to treat workers as the adults they are. An
outsider will not be able to get a following unless there is a real grievance somewhere.
Even when organizing activities are going on, there should be no abdication on
management’s part. Organizing efforts should not interfere with work, and management
should seek that work goes on as usual. There is a very legitimate competition that can
take place between a union and management for a greater share of the dual loyalty of the
workers. While competition is never good as collaboration, it is sometimes the best
available. Management should use worker complaints to improve the quality of its
administration. Improved management is usually enough in itself to lessen employee
enthusiasm for formal organization.
If situation leads to ‘go slow ‘, ‘work to rule’, strike, and the like, the action called
for will only be known in the light of the particular circumstances. Even here, however, the
Personnel Executive should appreciate the utility of the dialogue, negotiating and
bargaining. Very few workers want strikes. Very few can afford strikes, more particularly in
these days when the Supreme Court has held that no wages will be payable even when
strike is legal and justified. Thus keep talks going, listen, dialogue, workout alternatives,
negotiate, but keep communication going.
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It is the facts that should be the basis for any settlement. The more facts that enter
the discussion, the more feasible become the suggested solutions. It is far more helpful to
look at facts open mindedly that to speak of ‘management rights’ or ‘union rights’. There is
very little in such situation that can be solved by appeals to principles. What are the facts?
What solution benefits the establishment, employees and the community it wishes to serve.
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President of this union is- Sakal Lal Katar
Vice President of this union is- R.S. Ninama
b) HMT Shramik Sangh - It works with INTOC and it was started since
1971
President of this union is- Sohan Singh Rawat
Vice President of this union is- Jai Narayan
Workers in this union are- 70-75
d) Worker union -
President of this union- Kailash Chand Sekhawat
Vice President of this union is- Shiv Charan Sharma.
Workers in this union are- 4-5
In HMT -
Total workers- 317 (137 are under training right now)
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Official Workers- 106
Total – 423 Workers
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9) Parts of Trade Union-
General Shift run from 8:30 – 4:30, mostly people come in this shift.
14) Organization of S.C, S.T association is done in HMT and
organizing Assemble also.
Example-
i) HMT Buyrin- Closed in Hyderabad
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ii) HMT watch
iii) HMT Build factory
iv) Machine tool
Dear Sir,
The following members of your association are here by nominated to the committee
as mentioned below to represent HMT Officers’ Association, Ajmer.
1. Canteen services : Shri P.P. Saini
2. Welfare committee. : Shri RW Jethwni, Planning
3. Council of sports & : Shri HS Vilku, Inspection
Cultural affairs : Shri AK Assdani, Sub:cont
Shri DK Verma, Elect. Assay
4. Death Relief Assurance : Shri AL Verma, Purchase Fund
5. House Allotment : Shri AS Bhati, Tool Engg
Committee Shri RP Sharma, Planning
6. Cooperative Hosing : Shri SK Arora, Tool Plg
Committee Shri HC Bansal, Insepection
7. P.F. Trust Committee : Shri NK Mehta, PPC
8. Small Saving (C.T.D) : Shri SK Parashar, Assembly
Committee.
9. Safety Committee : Shri Dalbir Sing,Heavy parts
Shri DP Chadha, Foundary
10. House keeping committee : Shri Sunder Lakwani,Design
11. Township Welfare : Shri IM Suri, Spl. Acc.
Committee Shri SP Dhiman, Inspection
The President and General Secretary of HIT Officers’ Assn. shall also be special
invitiees in addition to president and General Secretary of HMT Sharmik Sangh
(Recognised Union), Ajmer.
Thanking you,
31
(Maj. J.S. Gill , Retd)
Personal Manager
32
(Name of different committees)
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Trade Union Act, 1926
Object of the Act:- To proide for the registration of Trade Union and in certain respects to
define law related to registered Trade unions.
Sec. 4
Application for registration:- Presc ribed form with the following details:- Names,
Occupation and address of the members place of the work.
Address of its head office and
Names, ages, address and occupation of its office bearers.
Sec.5
Minimum requirement for membership of trade union:- Not less than 10% or 100 of the
workmen , whichever is less, subject to a minimum of 7 , engaged or employed in an
establishments etc.
Sec.9A
Cancellation of registration:- If the certificate has been obtained by fraud or mistake or it
has ceased to exist or has willfully contravened any provision of this Act. If it ceases to
have the requisite number of members.
Sec. 10
Criminal conspiracy in trade disputes:-No office bearer or member of a trade union shall
be liable to punishment under sub section (2) of conspiracy u/s 120B of IPC in respect of
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any agreement made between the members for the purpose of furthering any such object
of the Trade Union.
Sec. 17
Disqualification of office bearers of Trade union :-If one has not attained the age of 18
years, conviction for an offence involving moral turpitude. Not applicable when 5 years
have elapsed.
Sec. 21-A
Returns:-Annually to the Registrar, on or before such date as may be prescribed, a
general statement, audited in the prescribed manner, of all receipts and expenditure of
every registered Trade Union during the year ending on the 31st December.
Sec. 28
Penalties Offence Punishment
U/s 31 For making false entry in Fine upto Rs 500.
On any omission in general continuing default, statement required for additional fault, Rs 5
sending returns for each week. For making false entry in Fine upto Rs 500. form. U/s 32
Supplying false information Fine upto Rs 200regarding Trade Union.
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HMT Machine Tools Ajmer Employees, Officers’
Association, Worker Union and ST/SC Association
Respected Sir,
We the representative of entire former and present employees of HMT Machine Tools Ltd,
Ajmer and their family members CONGRATULATE you on your grand success in recent
elections. It is a matter of pride for Ajmer citizens that after so many decades, one
nationally recognized, young and dynamic leader is their representative in Parliament, who
will whole heartedly contribute for the development of this city in every sphere in next five
years.
Ajmer city is industrially backward and except railway workshop and HMT, no other industry
is situated in Ajmer. Due to ineffective political leadership of last 2-3 decades neither a
single new industry came into existence nor was the existing industry expanded. On the
contrary the present organizations are deliberately pushed towards sickness with the result
these are bound to have a natural death.
Sir, during the election companion you were kind enough to accept our invitation and came
to HMT premises where we had the opportunity to explain the hardship being faced by the
entire employees of HMT Ltd. and its subsidiaries spread all over India including HMT
Machine Tools Ltd. Ajmer and consequent deterioration of activities in this world renowned
company of great repute.
HNT Ltd was incorporated in 1953 by the Govt. of India as a Machine Tools Manufacturing
company and was inaugurated and dedicated to the Nation by the first Prime Minister of
India Pandit Jawaharlal Nehruji describing HMT “A JEWELL OF THE NATION” Over the
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years under the able guidance and dynamic leadership of Smt. Indira Gandhi ji and
energetic leader ship of Rajiv Gandhi ji, it has diversified into manufacturing of Watches,
Tractors, Printing Machinery. Metal forming Presses Die Casting and Plastic Machinery,
CNC Systems and Bearings. HMT Limited comprises of six subsidiaries under the ambit of
a Holding company HMT Ltd, also manages the tractors business directly. Today HMT is
having 22 all over India and is an Engineering company of great repute with huge brand
equity. Brand HMT is one of the most trusted wholly owned Indian Brands. The pioneers of
Machine Tools Manufacturing in India has contributed immensely to the growth and
development of various industrial sectors of this country including Defense, Aero Space,
Railways Power Plants, Automobiles , Education and Nuclear for more than 5 decades
through its quality product and services. At present more than 12,000 employees are
working in this organization.
The Ajmer Plant was established in 1970 and presently it is known as “A CENTRE OF
EXCELLENCE FOR GRINDING SOLUTIONS” where all type of highly sophisticated
grinding machines including CNC Machines are being manufactured with present working
strength of approx 700 employees (including contracted and temporary labour & staff).
In spite of the above strength, to day HMT employees are passing through great difficulties
and want to submit before you a few important issues in brief, related to HMT and its
employees for your kind reference, perusal and to be raised in Parliament.
Those parted from HMT through Govt. of India VRS scheme got the package with
financial security net 150% for balance service, where as existing employee
remained unfortunate as the has not been implemented for them till date.
The company has lost a significant number of highly skilled work force, operators
and managers, trained and experienced professionals & on the contrary hardly
and new incumbent has joined HMT in last 10 years. Today a newly recruited
clark of Central/State Govt. is drawing much more than HMT engineer. Even the
newly recruited Engineer and workers have left company during last 3-4 years
seeking better opportunities. There is a big vacuum at every level of employees.
To fulfill the domestic obligation like education and marriage of children, the
employees had to withdraw all their savings including the provident fund etc &
thus become finally bankrupt.
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The morale of the employees have gone to a very low level which is adversely
affecting Company’s performance particularly when HMT is undergoing the
implementation of revival package sanctioned by GOI during 2007.
Based on recommendation of the 2nd Pay revision committee for PSU’s from
01.01.2007, but same is not being implemented in HMT, as the HMT will have to
first implement the earlier Wage/Pay revision of 1997 which is still due.
After implementation of 6th pay commission for Central/ State Govt. employees/
other Govt. organizations and 2nd pay revision of PSU’s HMT employees and
perhaps be most poorly paid employee in organized sector of the country. The
senior most, well qualified, 35 year experienced engineers and skilled workers are
getting salary less than the minimum wage earner of Central/ State Govt.
The retiring age is 58 in HMT, whereas all other PSU’s, Central and State Govt.
employees is having retiring age of 60 years. In next 5 years around 5000
employees comprising engineers, professionals and very experienced workmen
will be superannuated, which will have adverse effect on company’s performance
particularly when GOI has approved revival packages of hundreds of crores
Rupees financial assistance to the company.
On above issues, in past we have approached to Hon’ble union minister for HI & PE,
Hon’ble union minister for labour, Sh Rahul Gandhi Ji, Smt Sonia Gandhi Ji, various
Parliamentarians on different forums. However even after getting positive response and
assurance, not even a single issue is addressed till date.
Sir, today the very survival of our family is on stake and before it becomes too late we
request you to kindly intervene in the matter to provide immediate lease of life to thousands
of HMT families.
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It may be out of context to submit, but in case Govt. of India does not wish to accede to our
just grievances, our company could be considered for merging with other PSU’s or
alternatively all the suffering employees may allowed to leave the job with a golden hand
shake scheme.
After going through above submission, you will kindly appreciate the level of agony and
frustration of HMT employees are carrying for last two decades. We hope you will help in
redressing these issues in your capacity in Union Minister & strong Parliamentarian.
Sir, once again assure you of whole hearted support / co.-operation of HMT employees to
bring HMT to its past glory under the dynamic leadership of UPA government and our
prime minister.
We Remain
Yours Sincerely
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Research Methodology
Research Methodology refers to search of knowledge .one can also define research
methodology as a scientific and systematic search for required information on specific
topic.
The word research methodology comes from the word “advance learner ‘s dictionary
meaning of research as a careful investigation or inquiry especially through research for
new facts in my branch of knowledge for example some author have define research
methodology as systematized effort to gain new knowledge.
Objective of Study
1. To study the measures of labor welfare and status of Industrial Relations in HMT Ltd,
Ajmer.
2. To know the satisfaction level of the employees towards labor welfare measures
adopted in HMT Ltd, Ajmer.
3. To probe into the data’s pertaining to various exciting segments of the Company.
4. To suggest means and ways of retaining and further improving the strong
requirement and strengthening the weaker ones.
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In the end, I have presented my finding and recommendation, which I hope, would be
helpful in increasing the manpower planning & recruitment.
Type of Research
• ANALYTICAL RESEARCH:-
It has to used facts or information already available and analyze these to make a
critical evaluation of material.
Tools Of Analysis
In the project work quantitative technique & percentage method are has been used.
Research Design
For the proper analysis of data simple quantitative technique such as percentage were
used . It help in marketing more accurate generalization From the data available .The data
which was collected from a sample of population was assumed to be representing entire
population was interested .Demographic factor like age, income and educational
background was used for the classification purpose .
Scope of Study
As per syllabus of the two-year degree course of Master of Business
Administration every student has to under go a practical training of 6 weeks in his/her field
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of interest. This training is a vocational training in the organization to learn more about the
organization and a project by the person under whom one is posted during the period. I
underwent practical training at HMT Machine Tools Ltd., Ajmer.
This report is an attempt to presents some aspects of the practical training taken
by me. The topic of the projects undertaken by me is “Analysis of the Sale of Product and it
Spares.”
For convenient and better functioning. HMT Machine Tools Ltd., Ajmer has
divided its marker into twelve segments on the basis of the product manufactured by the
buyers. Due to wide segment of HMT, it is necessary to forecast the individual products of
company so that we can easily make the policy and make strategy to increase the sales
and maintain the segments of the Company. Its help the organization to increase the
profitability reducing the operational cost and achieving the organization objectives. In this
project, I have referred the recruitment figures of the last 3 years. On this basis I have
studied and analyzed the performances of each product.
Limitation of Study
The project has been subject to the following limitations:
1. The project has been working upon the existing framework. The Company has
already decided upon the target segment thus limiting the area of study.
2. For HMT Machine Tools Ltd., Ajmer products total market consists of Indian
Industrial as well as customers so due to time and financial limitations it was not
possible to control with them.
3. The sole limitations of the project is that the primary data relating to the recruitment
could not be collected.
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4. HMT being a public sector enterprise has an obligation towards other government
enterprises so some of the recommendations to increase profitability cannot be
implemented.
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Fact and Findings
The study on Trade Union excising in the HMT in the Ajmer reveals that the Trade
Union are playing their better role come in looking after the interest of the workers and
setting the various issues per training the issues at the various level at unit as well as
corporate platform the workers all most satisfied with the leader ship of the various trade
unions.
Various at unit level, various committee are firmed were in union as well as
management representatives are made the member of committee for different issues .It is
also seen that the issues are settled in various peaceful and harmony atmosphere.
10% employees are of the opinion that some facilities started earlier by
management have been withdrawn due to loss making HMT.
42% employees are of the opinion that organization provides freedom to use their
skills for the growth of the organization.
57% of the union members are of the viewpoint that every new change at HMT is
being communicated to them.
44% employees feel that supervisors provide motivating feedback for their work
done.
89% employees feel that recognition is given to them for their work done.
59% employees have good relation with their supervisors.
86% employees are satisfied with their jobs at HMT.
56% employees are of the opinion that HMT has good transport facility.
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Analysis and Interpretation
Organization gives freedom to employees use their skills in your area of job.
4% 10%
Strongly agree
Agree
Strongly disagree
44%
Disagree
42%
Strongly agree
Agree
10% Strongly disagree
33%
57%
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Feedback given to employees by their supervisors about the work done
M o t iv a tin g
D e m o t iv a tin g
31% N e u tr a l
44%
25%
Strongly agree
Agree
Disagree
9% 2%
89%
Employees relation with their immediate superiors
46
G ood
8%
S atis fac tory
Uns atis fac tory
33%
59%
8% 6%
Strongly agree
Agree
D is agree
86%
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How employees perceive medical reimbursement scheme of the Company
8%
Excellent
14% 32%
Good
Satisfactory
Unsatisfactory
46%
Exec el l ent
Good
Sat i s f ac t or y
6%
Uns at i s f ac t oy
20%
18%
56%
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How are the wage policies adopted by the Company
Good
Satisfactory
Unsatisfactory
10%
18%
72%
E xc e lle nt
4% Good
22%
A ve ra g e
P oor
34%
40%
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You are you provided with all the necessary and required safety/protective
equipment
44%
F requently
S om etim es
56%
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SWOT Analysis
STRENGTH
• It is multi dimensional, multi trade organization and its pioneer in machine tools in
India having large India wide marketing and after sales service network.
• It has very sound base for training for the newcomers and in –depth technical know-
how to available with the company.
• Emerging capabilities in the CNC segment.
• Quality orientation.
• ISO-9001 certified.
• Proper organization structure for smooth working of the employees.
• HMT takes care of the employee welfare.
• There is proper delegation of Authority and Responsibility.
• Provides good canteen facility at all working hours.
• There is proper channel of Communication i.e. top to down and down to up.
WEAKNESS
• Facing financial crises.
• Government is not making any revival policy for this loss making PSU.
• Company is unable to continue some basic facilities which were earlier started.
OPPURTUNITIES
• In year 2000, government has supported financial to the company for restructuring
their business plans reducing manpower and improve productivity by automation of
machine.
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THEREATS
• Every private organization is allowed to purchase second hand machinery
under open general license from any country.
Conclusion
The role of different trade union in the organization has been found quite satisfactory as
per as setting of various workers relative issues is concerned the total IR Industrial relation
is peaceful indicating that workers are having full confidence in the union and happy with
the function of the union .
Trade unionism is a means for workers to liberate themselves from poverty and social
exclusion. Workers use trade unions as their representative voice to demand their rights
and improve their living and working conditions. The formation of trade unions was a
reaction against the mechanisms of pauperisation, notably: low pay, long working hours,
child labour and generally appalling working conditions. And so trade unionism has always
been about eradicating poverty. The symposium recalls this historical, as well as the
current role of trade unions, to continue the fight againstpoverty and to promote social
justice in the global economy.
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Recommendations and Suggestions
A few suggestions for the development of such unions are:
I. One Union in One Industry: Multiplicity of unions in the same plant leads to inter-
union rivalry that ultimately cuts at the root of the trade union movement. It weakens the
power for collective bargaining and reduces the effectiveness of workers in securing
their legitimate rights. Therefore, there should be only one union in one industry.
II. Paid Union Officials: Generally, the trade unions avail the services of the honorary
workers due to lack of funds. The practice should be stopped because honorary office
bearers cannot do full justice to the task entrusted to them because of lack of time at
their disposal. Suppose that you are asked to do something in the office, which requires
a lot of responsibility. You are not offered any thing in return. Of course the motivational
levels will come down unless and until you are a very passionate or a committed
person. The same applies to the officials of the unions. Therefore, paid union officials
should be employed who are persons of proven integrity and who are able to evaluate
the demands of workers so that they may negotiate with employers on equal footing.
Salary of organization is not be revealed since after 1992 resulting into poor response
toward poor recommended it is felt necessary that the long over due revision from 1992 be
have given to the organization employee to satisfy there needs.
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Enforcement of Discipline.
HMT should try to create a sense of belongingness among its employees by
introduction of new schemes and facilities.
HMT should follow the policies laid with full devotion which will be helpful for the
Company in the long run.
ANNEXURE
Questionnaire
1. Organization gives freedom to employees use their skills in your area of job.
2. Company communicates every new change to employees that occurs
3. Feedback given to employees by their supervisors about the work done
4. Does management provides any recognition for good work
5. Employees relation with their immediate superiors
6. Are employees at HMT satisfied with their Jobs
7. How employees perceive medical reimbursement scheme of the Company
8. How is the Transport Facility of the Company
9. How are the wage policies adopted by the Company
10. How are the welfare activities provided by the Company
11. You are you provided with all the necessary and required safety/protective
equipment
12. What is Trade Union?
13. How many Union in HMT?
14. How can worker choose the Union Leader?
15. What is the role of Union Leader?
16. What is the work of Trade Union?
17. How many member works in Trade Union?
18. Which facilities provide by the company to the Trade Union?
19. How can affect new technology to Trade Union?
20. What is the role of labour in Trade Union?
21. How can change Union according time?
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Bibliography
BOOKS :
I. Author V S P RAO
II. Title Human Resource Management
III. Place of publication New Dehli
IV. Publisher Excel books, New Dehli
V. Date of Publication 2005 2nd edition
i. Author K Aswathappa
ii. Title Human Resource Management
iii. Place of Publication New Dehli
iv. Publisher Tata McGraw- Hill
v. Date of Publication 1999
I. Author S.N.PANDY
II. Title Basis of Management
III. Number of pages referred from “25 to 31”
WWW.HMTINDIA.COM
WWW.HMTI.COM
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