Beruflich Dokumente
Kultur Dokumente
B.B.A 2009-12
Logo
The original logo was submitted to the Government of India by Escorts Ltd. due to its graphical resemblance of Ashoka Chakra. Next logo was the result of conceptualized planning and graphic designing which remained in the use for 20 years. At the time of 50:50 joint venture of Escorts Limited with YMC, Japan a new company Escorts Yamaha Motor Limited was formed which came up with a new logo representing both the companies. Again in the year 2000, equity of the company has changed resulting Yamaha74% and Escorts26%, thus changing the logo and the companys name to YMEL. Now, the company being 100% subsidiary holder is known as the Yamaha Motor India (Pvt.) Limited. The logo of YMC has been adopted by YMI.
Overview
Ever since its founding as a motorcycle manufacturer on 1st July, 1955, Yamaha Motor Company has worked to build its products which stand among the very best in the world through its constant pursuit of quality; and at the same time, through these products, it has sought to contribute to the quality of life of people all over the world. Following on the success of our Motorcycles, Yamaha being manufacturing Powerboats and out boards motors in 1960. Since then, engine and FRP technology were used as a base to actively diversify and globalize the area of business. Today our fields of influence extend from the land to the sea and even into the skies as our business divisions have grown Motorcycles operations to include Marine operations, Power Product operations, Automotive operations, Intelligent Machinery operations, Aeronautic operations and PAS operations.
Founded : July1, 1955 Capital : 23.2 billion yen (as of March 31, 2001) Employees : 10,443 (as of March 31, 2001) Head office : 2500 Shingai,Iwata,Shizoka,Japan airman of the Board of Directors President and Representative Director Vice President and Representative Director Ch : Mr. T Hasegawa : Mr. T Hasegawa : Mr. R Yamashita
manufacturing,
technologies. Yamaha pursue the ideals of building products of High Quality and High Performance.
Technological Innovation
At the heart of the efforts of environmental preservation are the environmental management systems designed and implemented under the ISO 14001 International Standard. Under the slogan Absolute Quality Control Yamaha was the early adapter of comprehensive quality control systems and quick to put in place a TPM (Total Productive Management) program.
July 1, 1955 48,000 million yen (as of March 31, 2006) Takashi Kajikawa 39,381 (as of December 31, 2005) Parent: 8,136 (as of December 31, 2005) 1,375,249 million yen (from January 1, 2005 to December 31, 2005) Parent: 755,941 million yen (from January 1, 2005 to December 31, 2005)
Sales (Consolidated)
Sales Profile
Manufacture and sales of motorcycles, scooters, electro-hybrid bicycles, boats, sail boats, Water Vehicles, pools, utility boats, fishing boats, outboard motors, diesel engines, 4-wheel ATVs, side-by-side vehicles, racing karts, golf cars, multi-purpose engines, generators, water pumps, snowmobiles, small-sized snow throwers, automotive engines, intelligent machinery, industrial-use remote control helicopters, electrical power units for wheelchairs, helmets. Biotechnological production, processing and sales of agricultural and marine products and microorganisms. Import and sales of various types of products, development of tourist businesses and management of leisure, recreational facilities and related services.
Headquarters
Affiliated Companies
Consolidated subsidiaries: 110 Non-consolidated subsidiaries: 15 (by the equity method) Affiliates: 30 (by the equity method) (as of March 31, 2006)
Philosophy
Creating kando with products and services that exceed your expectations
We at Yamaha Motor are committed to delivering the highest level of customer satisfaction, using our ingenuity and enthusiasm to enrich the lives of people around the world. What is Kando? Kando is a Japanese word that captures the intense excitement and deep satisfaction people feel when they experience something of truly exceptional value. At Yamaha Motor, we seek to make Kando a
distinctive benefit of everything we do by creating products and services that consistently exceed your expectations. Still, as powerful as Kando can be, the experience is sometimes short-lived. People may be touched only for a moment. That's why we believe it is our unique challenge to make sure that all our products and services thrill, impress and move you not just the first time but every time you experience them. Yamaha Motor Has Made a Fourfold Commitment to Society At Yamaha Motor, we believe that corporations must make a greater contribution to society than simply generating income and paying taxes. For continued growth, it is also essential to develop a mutually beneficial relationship with the societies we do business in. That's why we have committed ourselves to building sustainable corporate and societal value in four key ways, economically, environmentally, socially and ethically.
Our Fourfold Commitment to the World We Serve Economic: We design and supply products that profit from their emotional appeal as well as their earth-friendly performance. Environmental: We work to safeguard and enhance the environment by reducing harmful emissions, by-products and waste. Social: We dedicate ourselves to working with localities and regions to advance societies everywhere we do business. Ethical: We commit ourselves to full compliance with local and global laws and regulations in addition to advancing human resources policies that enhance and enrich the lives of our employees.
Business Operations
Yamana Motor divisions, key products
Land
Motorcycles Sports bikes, trail bikes, road racers, motocrossers and more Commuter Vehicles Scooters, business-use bikes, electric scooters
----------------------------------------------------------------------Water
Boats Motorboats, sailboats, utility craft and specialorder boats Marine Engines Outboard motors and engines (including diesel) Water Vehicles Personal watercraft and jet boats
----------------------------------------------------------------------Power Products
Golf carts, racing karts, snow throwers, generators
----------------------------------------------------------------------Parts
Components for all our product lines, plus special-issue apparel and helmets
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Industrial Products
Pools Leisure and therapeutic pools, waterslide systems, etc. Intelligent Machinery
Surface mounters and other miniaturized "robots"
-------------------------------------------------New Businesses
Including wheelchairs and electric power units
-------------------------------------------------------Our environmental commitments plus other activities & programs for communities around the world\
Responsibility
Our environmental commitments plus other activities & programs for communities around the world
First and foremost, we take responsibility for creating working environments around the world that foster excellence as well as a high degree of individual satisfaction. Everywhere we do business; we aim to develop products and products that are compatible with local customs and local resources. For example, in Sri Lanka, we have designed outboard motors that run mostly on kerosene, the most affordable fuel in that nation. Further, in an ever-increasing number of our product categories, we are researching and developing new technologies that reduce waste, save energy, conserve resources and even, as in the case of our unique Truss Reefs, help replenish nature's bounty. As part of our long-term, company-wide commitment to protecting and enhancing the environment with the ultimate aim of allencompassing sustainability, we have put together a complex and comprehensive program. Our program embraces a broad range of activities that aim to decrease pollutants, eliminate toxic substances and reduce waste. Highlights of our environmental responsibility program include commitments to:
Reduce greenhouse gas emissions, in particular CO 2 exhaust, by more than 30% by the year 2010 Eliminate toxic waste at all our production sites around the world Incorporate recycling procedures into as many of our manufacturing and business processes as possible in addition to emphasizing recycling in product design
Sports Activities
Yamaha Motor has brought together some of the world's finest riders, support teams and sponsors to create the Yamaha Racing Team. Participating in many of the most prestigious racing events around the globe, the Yamaha Racing Team boasts a record of outstanding performance in event after event, year after year. The Yamaha Racing Team participates not only in world championship road races and motocross events but also in national championships in the United States, Japan and elsewhere, as well as in trials and in non-motorcycle genres like snowmobile and kart racing. Wherever and however we compete, the Yamaha Racing Team takes full advantage of our most advanced technologies in addition to the high standards of racing management we have honed over the years.
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Founded in 1972 as the in-company soccer club, Jubilo Iwata first competed in a regional soccer league as part of our corporate sports program. In 1979, the Club gained promotion to the First Division of the Japan Soccer League, winning the League Championship in 1988. The Club was again promoted in 1993, this time to the J League, Japan's highest level of professional soccer competition, and proceeded to win season titles in 1997 and 1999. In 2002, the Club became the first team ever to win both stages. Other notable achievements include two Emperor's Cup wins (in 1983 and 2004). Widely recognized as one of Japan's leading soccer teams, Jubilo Iwata today competes not only in Japan but also in other Asian nations and around the world. As part of the J League Century Plan, the Club also promotes sports enjoyment in its home communities. In every way, Jubilo Iwata has become a symbol of the Yamaha Motor commitment to kando.
Although Jubilo Yamaha began life as our in-house rugby club in 1984, the Team is today one of the most prominent public "faces" of our sports promotion activities. After working its way up through first the C and then the B Leagues of the Kansai corporate rugby organization, the Team broke into the A League in 1997. In 2002, the Team won its first title in the A league, finishing in the Best Eight in the national company rugby championships. In 2003, the Team
finished third in the Top League, the nation's highest level of rugby, and also, in an impressive show of strength, came in fourth in the Japan Championships. Overseas, Jubilo Yamaha sent six top teammembers to Australia for the 2004 World Cup. Off the field, Jubilo Yamaha players are active in community relations and regional exchange programs, coaching rugby schools for both children and adults and participating in community activities and events such as the Grand Iwata Festival.
History
Our origins, our legacy
through these same products, we have committed ourselves to contributing to a higher quality of life for people all over the world. Over the years, we have diversified into a number of areas of business. In 1960, we began manufacturing powerboats and outboard motors. Subsequently, we have made our proprietary engine and fiberglassreinforced plastic (FRP) technologies the basis of our strategy for expansion and diversification. Today, Yamaha Motor products extend from land to sea and even into the skies, with manufacturing and business operations that include everything from motorcycles, PAS electro-hybrid bikes, marine and power products to automotive engines, "intelligent" machinery and even unmanned helicopters.
Communication Plaza
Our in-house exhibition forum
The Yamaha Communication Plaza gives members of the Yamaha family access to an extensive collection of displays designed to communicate the Yamaha Motor vision, past, present and future. The Plaza is also a forum where we can meet to explore ways to build on the achievements of our forebears and, in so doing, create new value for the future.
YAMAHA INFOTECH
YM Infotech, a 100% subsidiary of Yamaha Motor India, specializes in providing a wide arena of IT services to its clients with High Quality, Low Cost and Timely Delivery. Our expertise is not just in the technology industry but also understanding of business.processes. Our endeavor is to help our clients reduce the total cost of IT operations significantly, while adding best practices to the business, by utilizing the vast skilled IT resources available in India with On-site/Offshore Global Delivery Model
Corporate Info
Yamaha Motor India (YMI)
Yamaha Motor India (YMI) Ltd. is the fully-owned subsidiary of Yamaha Motor Co of Japan. YMI was initially known as Yamaha Motor Escorts Ltd. But the parent company, Yamaha Motor Company, purchased Escorts Ltd's remaining 26 per cent holding in their motorcycle joint venture Yamaha Motor Escorts Ltd in June 2001. It was therefore renamed as Yamaha Motor India Ltd. YMI follows Yamaha Motor's corporate mission of creating 'Kando' - a unique Japanese word that means 'touching people's hearts.' 'Kando' also describes the 'spirit of challenge" to create new value surpassing customer expectations. YMI is committed to making products that benefit from the skills and technology used by Yamaha world-wide. To fulfill customer satisfaction, and meet the needs of the Indian market, YMI plans to produce one or more models in the first year, four models in three years. To achieve these goals, YMI will pursue three major objectives within the company. The first is customer satisfaction. The second is strengthening R&D.
YMI's mission is to constantly produce what customers are looking for, by analysing market trends and changes. The third
objective
is
to
optimize
the
internal
working.system.
YMI's motto is 'Speed, Quality, Yamaha's original design'. Yamaha is aiming to make a significant contribution to Indian society and create products that the people of India will take to their hearts. Holding the true spirit of commitment to customer satisfaction Yamaha Motor India is enriching lives of people with the same ingenuity and enthusiasm as its parent company - Yamaha Motor Corporation, Japan. Having operated in India as technology provider for almost two decades, YMI was incorporated in August 2001 as a 100'% subsidiary of YMC, Japan. Since then we have been in the process of redefining our business processes and extending the awe and power associated with the legacy of the Yamaha Group. At YMI two State-of-art manufacturing plants in India i.e Faridabad and Surajpur a wide range of motorcycles that meet International technology standards are manufactured.These cater to domesric as well as international markets.
Corporate Mission - "Creating Kando - Touching Your Heart" we are striving to touch every Heart across the length and breadth of India Kando is a Japanese word for expressing fellings of excitement and deep satisfaction
MANAGEMENT PRINCIPLES:
These are the means to attain our corporate mission and the cornerstone of our philosophy Surpassing Customer Expectations We are aware of our customers' evolving needs and provide them with quality products and services of exceptional value that surpasses their expectations. Establishing a Corporate environment that fosters selfesteem We believe in nurturing and empowering our employees to the fullest. Whilst cultivating our employees creativity and all round abilities, we have also established an equitable system of evaluation and rewards to encourage our people to strive towards newer benchmarks. Fulfilling social responsibilities As a good corporate citizen, we continually strive towards creating a better social as well as natural environment.
Manufacturing Process
YMl's manufacturing facilities comprises of 2 state-of-the-art Plants at - Faridabad (Haryana) and Surajpur (Uttar Pradesh). Currently 10 models roll out of the two Yamaha Plants. The infrastructure at both the plants supports production of motorcycles and it's parts for the domestic as well as oversees market. At the core are the 5-S and TPM activities that fuel our agile Manufacturing Processes. We have In-house facility for Machining, Welding processes as well as finishing processes of Electroplating and Painting till the assembly line. The stringent Quality Assurance norms ensure that our motorcycles meet the reputed International standards of excellence in every sphere. As an Environmentally sensitive organization we have the concept of "Environment-friendly technology" ingrained in our Corporate Philosophy. The Company boasts of effluent Treatment plant, Rain water - Harvesting mechanism, a motivated forestation drive. The IS0-14001 certification is on the anvil - early next year. All our endeavors give us reason to believe that sustainable development for Yamaha will not remain merely an idea in pipeline. We believe in taking care of not only Your Motoring Needs but also the needs of Future Generations to come.
Indian joint venture motorcycle manufacturing company becomes 100% YMC owned
an environment of growing motorcycle demand in the Indian market. In November of 1995, the two companies established the joint venture company Escorts Yamaha Motor Limited, based on a 50-50 capital investment. In June of 2000, that investment ratio was changed to 74% for YMC and 26% for Escorts Limited and YMC assumed managerial control of the company undertook motorcycle with the name being and changed to build marketing to the YMEL and numerous measures company's
manufacturing
operations.
In addition to YMC acquiring Escorts' 26% of YMEL stock, the company's name will be changed to Yamaha Motor India Private Limited (YMI) and concerted efforts will be made to heighten its competitiveness in the Indian market and promote the spread of the Yamaha brand with target themes of developing products with greater appeal and a distribution network that can respond more quickly to user needs. Furthermore, YMC will work to develop YMI as an exporter of business type motorcycles to neighboring countries and other markets such as Africa and Latin America, and also as a production base that can assume a variety of roles in Yamaha's global manufacturing network. Presently, India's annual motorcycle demand has grown to exceed 3.8 million units, which makes it the second largest market in the world, with steady growth is anticipated for the future. Now that YMI has become a 100% YMC subsidiary, the introduction of several new models is planned, and it is our
goal to increase annual production to 350,000 units in the fiscal year 2001 and to 550,000 units by the fiscal year 2003.
: :
: :
MANUFACTURING UNITS :
MILESTONES
1960: Indian partners, Escorts Group secured license under technical collaboration with CEKOP Poland.
1979: Entered into technical collaboration with YMC of Japan for manufacturing 350cc motorcycles.
1983: Obtained letter of Intent FOR 100cc motorcycle in market all over India.Setup CNC cell in the organization
1985: Started manufacturing of RX-100 motorcycle in technical collaboration with YMC, Japan at Surajpur plant.
1995: Group.
1996:
2000:
2001:
PLANT OPERATION
FARIDABAD
Established Area (sq ft) Distance from : 1964 : 1,080,078 : New Delhi: 35 Kms Surajpur: 45 Kms Parts Mfg
SURAJPUR
Established Area (sq ft) Distance from : 1985 : 3,780,900 : New Delhi: 35 Kms Faridabad: 45 Kms Models: FAZER ENTICER LIBERO CRUX RX100 GLADIATOR
HIERARCHIAL STRUCTURE
Managing Director & CEO Executive Committee Senior Vice President Vice President Associate Vice President Chief General Manager General Manager Deputy General Manager Chief Manager (M6-M8) Manager (M3-M5) Assistant Manager (M2) Senior Superintendent (JM IV) Senior Officer (JM III) Officer (JM II) Assistant Officer (JM I) Highly Skilled (E 07-E 12) Skilled (E 04-E 06) Semi Skilled (E 02-E 03) Unskilled (E 01) TOP MANAGEMENT
1.00a.m. 8.00a.m.
- 3rd Shift
LEAVE POLICY
Casual Leave (CL) : 7/year Sick Leave (SL) : 7/year Earned Leave (EL): 30/year
STAFFING POLICY
Probation period : 6 months
SEPARATION POLICY
Supervisor Manager DGM & Above : 1 month : 2 months : 2 months
RETIREMENT POLICY
All Directors : 58 yrs : 60 yrs
Quality Assurance
Production Management Industrial Engineering Tool Engineering Planning & Advertising Sales Service Exports Spare Parts Industrial Relations Administration Security Human Resource Design Testing Technical Administration
Product Engineering
Project Planning
Finance
Materials
Two - way Communication Cohesive & Dynamic Organization Ownership of the Job Develop effective PMS Individual as well as Team Appraisal Accountability for Results Continual Learning through Training & Education. Disciplined Environment
1. Effectively managing and utilizing people. 2. Trying performance appraisal and compensation to competencies. 3. Developing competencies that enhance individual and organizational performance. 4. Increasing the innovation, creativity and flexibility necessary to enhance competitiveness. 5. Applying new approaches to work process design, succession planning, career development and inter-organizational mobility. 6. Managing the implementation and integration of technology through improved staffing, training and communication with employees. Human Resources has at least two meanings depending on context. Most common within corporations and businesses, human resources refers to the individuals within the firm, and to the portion of the firm's organization that deals with the hiring, firing, training, and other personnel issues. This usage is derived from the original meaning of human resources as variously defined in political economy and economics, where it was traditionally called labor, one of three factors of production
orientation, training, performance appraisal, compensation, and safety. Human resource management is the effective use of human resources in order to enhance organisational performance.
HR PROCESS:
Human Resources Division:
The Human Resources Division serves the employees of the entire Yamaha Motor Group. Its objective is to develop human resources, the source of the Companys competitive edge in its business operations, and to plan and implement personnel policies that help create a dynamic corporate culture. The Human Resources Development Division consists of the Personnel Department, Employee Relation Department, Human Resources Development Department, Health & Safety Department, and the Secretary Department, and integrates some or all of the human resources-related functions of the former Personnel Management and Industrial Relations Division, General Affairs Division.
windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's off hand knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence. The follow-up process may be referred to as part of the recruitment process: inveigling the selected candidate or candidates to take up the target job or function. This applies particularly in filling positions in the military or in expanding the human resource base of a cult. Head-hunting is a frequently used name when referring to recruiters, but there are significant differences. In general, a company would employ a head-hunter when the normal recruitment efforts have failed to provide a viable candidate for the job. Head-hunters are generally more aggressive than inhouse recruiters and will use direct cold calling techniques, advanced sales techniques, personal visits to the candidates office and will purchase expensives lists of names and job titles. In general, recruiters will do their best to attract candidates for specific jobs while head-hunters will actively seek them out. Many companies go to great efforts to make it difficult for headhunters to locate their employees. The process of recruitment comprises of five interrelated stages, i.e: Planning Strategy Development Searching
Screening Evaluation and Control. The ideal recruitment programme is one that attracts a relatively large number of qualified applicants who will survive the screening process and accept positions with the organization when offered.
SOURCING: It refers to defining the source from where prospective employee shall be recruited. At Yamaha it is done through employee referrals,consultants,campus recruitment, job website(such as naukri.com,monster.com,etc) SHORTLISTING: It refers to rejection of unsuitable applicants and shortlisting of suitable applicants.
INTERVIEW: At Yamaha Interview is taken by the functional head of that division for which the candidate has applied for the job in the organaisation.Interview is a formal, in-depth conversation conducted to evaluate the applicants acceptability. It considers to be an excellent selection drive. Interview is adapted to unskilled, skilled, managerial and professional employees. It allows a two-way exchange of information, the interviewer learns about the applicant, and applicant learns about the employer Two rounds of interviews are conducted.
1. Preliaminary Interview: Preliaminary interview helps rejects misfits for reasons, which did not.appear.in.the.application,forms.Besides,preliaminary interview, often called courtesy interview, is a good public relation exercise. In this sequential interview is taken in case of permanent employee and one-to-one in case of casual and contractual employees, it helps in utilizing the strength and knowledge-base of each interviewer, so that each interviewer can ask questions in relation to his or her subject area. 2. Final round: In this final interview usually a panel of interviewer sits in the interview and in-depth knowledge of the applicant is judged. If the candidate is sound suitable he/she is selected for the job in the organization
SELECTION: It refers to the selection of suitable candidates and rejection of unsuitable candidates. It is a negative process because it refers to rejection of unsuitable candidates. Selection of candidate is done on the basis of on some criteria.
Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. Selection is long process, commencing from the preliminary interview of the applicants and ending with the contract of employment Selection process for senior managers will be longdrawn and rigourous, but it is simple and short while hiring shop-floor workers.
SALARY OFFER: At Yamaha salary offer is made to the selected candidate if the candidate agrees to the salary offered to him, then offer letter is made after completion of the defined selection procedure. The selected applicant shall be made the offer of employment through an offer letter. But if the candidate does not agreed with the salary offered to him, then negotiation on salary is done.
candidate agreed to the offer made, his joining formalities are done, at Yamaha joining of the selected applicants are made at the Time Office. the time office creates the database of the applicants. Reference and Verification of documents: It includes checking of various documents of the applicants,documents includes,educational.qualifications,salary.certificate,re signation letter of the previous employer, experience certificate.etc.In case, if the candidate is unable to present his/her documents, he/she has to give in written to the HR department that if he/she will not be able to present his/her documents after the stipulated time, his/her services shall be deemed to be cancelled. The reference check shall be done after the candidate has joined the company the reference check is done with
Allotment of EIN NO. (EMPLOYEE CODE): An EIN NO. Is allotted to the candidate at the time of joining. all the necessary communication with the H.R department is done through this EIN NO. MEDICAL TEST: After the acceptance of offer letter, at the time of joining a candidate will be required to undergo a pre-employment medical check-up. the medical checkup is done at companys dispensary which is within YAMAHA campus. JOINING REPORT / JOINING KIT:A copy of newly joined employees is send to the the Time office
INDUCTION OR ORIENTATION:
Orientation or Induction at YAMAHA is the process by which a new employee learns about, and becomes part of the YAMAHA Family. A good induction program provides the necessary information, resources and motivation to assist a new employee to adjust to the work environment as quickly as possible. It also shows that YAMAHA is committed to the new staff member. It is a planed and systematic introduction of employees to their jobs,their co-workers and trhe organisation.The idea is to make the new employees feelat home in the new enviornment
COMPANY PRESENTATION: Company Presentation is made to the new employee my an HR representative INTER DEPARTMENT INDUCTION:A schedule is issued by the HR Department for inter department induction to the new employees,and employee has to visit each department for their induction WELCOME NOTE is send on the employees working in the organisation on their mail ,welcoming new employee.
assessment of an individuals performance against well defined benchmark, The performance being measured against such factors as job knowledge, quality and quantity of output, initiative,leadership abilities supervision,dependability,cooperation,judgement,versatility,h ealth and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed. The Performance Management philosophy of YAMAHA is to build a strong culture of Performance with the accountability for results. In Performance Appraisal process the individual performance is evaluated against the goals set at the beginning of the year. The performance management process at the company is divided into two parts, Management by Objectives(MBO)and Assessment of Competence/Potential . Objective:
To provide a forum,where the superior can provide objective feedback as also development input to the employee.Performance Review forms an input to the reward system linked to performance SETTING KEY RESULT AREAS MANAGEMENT BY OBJECTIVES: Appraisal cycle is from January to December. MBO/Targets are set at the beginning or prior to the beginning of the cycle. MBO/Targets for each individual are derived from Divisional MBO sheet, which is based on Mid Term/Annual Plan of the company. Each target shall be documented in such manner that there is a clear understanding of the key activities to be pursued, to achieve the goal. Weightage shall be attached to each goal such that the total weightage of all the goals is 100.
MID YEAR REVIEW IS DONE. ANNUAL APPRAISAL: The Performance Appraisal shall be done once in a year. Achievement against individual MBO is evaluated by the immediate Superior or HOD after self appraisal by the individual. The quantified percentage achievement (Performance) and Competence/Potential are the determining factors for the individual performance rating, which will be the basis for the annual Increment and Promotion.
eligible to participate in the Variable Pay Program of the Company known as PERFORMANCE AWARD.The Performance Award will be paid once a year(in march) and will depend on the Grade of the employee,Performance Rating and Achievement of Targets.
exploitation of manpower resources. This is also termed as Manpower Management. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with manpower planning. Every manager in an organization is a personnel man, dealing with people.
The process by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization reach its objectives.
sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound.judgment. It involves problem solving and decision making. Management has to prepare for short term strategy and measure the achievements, while the long term plans are prepared to develop the better and new products, services, expansion to keep the interest of the owners.
1. Predict manpower plans 2. Design job description and the job requirements 3. Find adequate sources of recruitment. 4. Give boost to youngsters by appointment to higher posts. 5. Best motivation for internal promotion. 6. Look after the expected losses due to retirement, transfer and other issues. 7. See for replacement due to accident, death, dismissals and promotion.
professionally. The quality and rate of physical as well as mental development, which is dissimilar in case of different individuals is the result of genetic differences. 2. Climate: Climatic location has a definite effect on the efficiency of the workers. 3. Health of worker: workers physical condition plays a very important part in performing the work. Good health means the sound mind, in the sound body. 4. General and technical education: education provides a definite impact n the working ability and efficiency of the worker. 5. Personal qualities: persons with dissimilar personal qualities bound to have definite differences in their behaviour and methods of working. The personal qualities influence the quality of work. 6. Wages: proper wages guarantees certain reasons in standard of living, such as cheerfulness, discipline etc. and keep workers satisfy. This provides incentive to work. 7. Hours of work: long and tiring hours of work exercise have bad effect on the competence of the workers.
Downsizing of manpower:
Downsizing of manpower gives the correct picture about the number of people to be employed to complete given task in the predetermined period. It is used for achieving fundamental growth in the concern. It can work out the correct price by the resource building or capacity building. It aims at correct place, correct man on a correct job. Thus manpower planning is must to make the optimum utilization of the greatest resource available i.e. manpower for the success of any organization.
SUCCESSION
process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles. Through succession planning process, also retain superior employees because they appreciate the time, attention, and development that you are investing in them. To effectively do succession planning in your organization, an organization must identify the organizations long term goals. Organization must hire superior staff. Organization need to identify and understand the developmental needs of your employees. Organization must ensure that all key employees understand their career paths and the roles they are being developed to fill. Itis the use of a deliberate process to ensure that staffs are developed who are able to replace senior management as required. Succession planning enables organization to identify talented employees and provide education to develop them for future higher level and broader responsibilities. Succession planning helps organization "build bench strength." Succession planning helps organization to decide where people belong on the bus CAREER PLANNING:Career Planing for new employees joined in the organisation is done by H.R Department. EMPLOYEE MOTIVATION:Employee Motivation is a very important aspects of an organisation.Motivation in simple terms may be understood as the set of forces that cause empoyee to behave in certain ways.Motivation process include with identifying EMPOYEESneeds,searches way to satisfy needs,engagaes goal-directed behaviour performs,receive either rewards or punishment,reassess needs deficiencies
Clearence Form: HR department will forward the clearance form,to other departments,which will have to be submitted back to HR Department by the concerned employee for full and final settlement.The acceptance of the resignation and the full and final settlement shall not be made unless the clearance certificate is duly completed and submitted to HR Department.
Service and Salary Certificate: HR Department will issue the service and salary certificate after clearance and settlement of full and final settlement.Form 16 for the purpose of filling income tax return will be issued in the month of April/May for preceding financial year.
Exit Interview: The representative of HR Department shall conduct an Exit Interview of the employees who has resigned.The objective of the interview shall be ascertaining the reasons for the employees resignation.
MINOR ACTIVITIES:
EMPLOYEE INVOLVEMENT:
It is a participative style of management and a range of activities that are designed to increase employees' understanding of the organisation, utilise their talents, enable them to influence decisions, and encourage their commitment to the goals of the organisation.
improve efficiency
improve quality and competitiveness increase job satisfaction and motivation encourage co-operation and improve industrial relations.
indirect involvement where a representative acts on behalf of employees, for example through collective bargaining or joint consultation direct involvement where employees are involved in decisions about how they work, for example through quality circles or autonomous work groups.
Effective communications are essential to the success of employee involvement. It is important to create the right climate and maintain communications systems which aid a free flow of information within an organisation. Regular meetings also help to involve employees. For further information see the section on Communications.
Employee representation Involvement through representatives can take a variety of forms. The most common form of representation is through trade unions and employees have the right to be a member of a trade union, or not to be a member. Employees also have the right not to be excluded or expelled from a trade union except for certain permitted reasons. In some companies representation is through works or office committees or staff associations. Collective bargaining - the
principal method of involvement through representatives - is dealt with separately. Joint consultation Joint consultation is the process by which management involves employees through their representatives in discussion on relevant matters which affect or concern those they represent. This process allows employees the opportunity to influence the proposal before the final management decision is made.
How can joint consultation be made to work effectively?
senior managers should attend regularly there should be a written constitution make sure there is an agenda for each meeting establish a procedure for reporting back to managers and employees provide training for committee members and chair holder see that the committee meets regularly, normally not less than once every two months.
Quality circles Quality circles are small groups of employees, usually led by a supervisor, who meet regularly to solve problems and to find ways of improving aspects of their work. The circle presents recommendations to management and is normally involved in subsequent implementation and monitoring. A facilitator is usually appointed to arrange training and provide support. How can quality circles be made to work effectively?
commitment of senior management is crucial time and money must be allocated for training and meetings
senior managers should be available to attend meetings as appropriate management must be prepared to support the implementation of the circle's solutions to problems, with resources as necessary quality circles should operate openly with full recognition given to their achievements the circle should be able to select its own problems to solve, not just those identified by managers and the facilitator trade unions should be consulted and encouraged to become involved begin modestly - perhaps with a pilot scheme.
Financial participation Financial participation through share ownership or periodic sharing of profits can help increase employees' awareness of the financial and market forces affecting a company's performance. This can help employees identify with the progress of their own company and create a more committed workforce. What are the types of financial participation? There are many types of financial participation including:
cash schemes in which cash is distributed to employees from company profits share option schemes where employees are given an option to buy a certain number of shares at a set price at a particular time save as you earn share option schemes in which employees save a specified amount over an agreed period with an Inland Revenue approved plan. They have an option to buy shares at the end of the savings period at the market price which prevailed when the option was granted
all employee share ownership plans (AESOPs) which aim to involve employees through share ownership - taking advantage of tax concessions - and at the same time providing a new source of capital for the company.
How can financial participation be made to work successfully? Financial participation is unlikely to be successful if there are weaknesses in existing payment systems. Organisations should therefore examine their wage structure and pay rates to make sure they are fair and are understood by employees. In addition financial participation is more likely to be successful if:
employees and their representatives are consulted before schemes are put into effect schemes are clearly understood by employees schemes are reviewed regularly it is part of an overall programme of measures to involve employees.
autonomous work groups which have some degree of autonomy or responsibility within a defined area, for example responsibility for work organisation, quality and output job enlargement, job enrichment and job rotation which seek involvement and motivation by improving job satisfaction and effectiveness joint working parties which involve representatives of management and employees seeking joint solutions to
RESOURCE
INFORMATION
is a systematic procedure for collecting,storing,maintaining,retrieving and validating data needed by an organization about its human resources.The HRIS is usually a part of the organisations larger management information system(MIS).The HRIS need not be complex oe even computerized,but computerization has its own advantage of providing more accurate and timely data for decision making.In short,it means an integrated system designed to provide information used in HR decision making. The areas of application of of HRIS are many.Some of them include: Training Management Risk Management Turnover Analysis Succesion Planning Flexible-benefits administration Compliance with government and legal requirements Attendance reporting and analysis Human resource planning Accident Reporting and Prevention Strategy Planning Financial Planning and other related matters.
.
for data
At the time of joining of new employee personal file is of that candidate is introduce. Following information are entered into employees personal file: Copy of Resume Joining report Medical report Copy of Offer letter Copy of Appointment letter Salary letter Proofs of personal qualification Copy of Performance Appraisal report Copy of promotion letter Proof of previous employer Copy of certificate,if issued. Copy of salary increment,etc
BIRTHDAYS CELEBRATION FAIRWELLS CELEBRATION SUMMER TRAINING: A Well planned, properly executed
and evaluated summer training helps a lot in inclucating good work culture. It provides linkage between the student and industry in order to develop the awareness of Industrial approach to problem-solving based on broad understanding of
the plant, machinery process and mode of operation of industrial organisation. One of the major process of H.R is also to provide summer training to students pursuing professional courses.The H.R department issues summer training letter to the suitable candidates YAMAHA provides summer training to the students from Management institutes and engineering institutes.
TRANSPORTATION
1)
With the growth of industries, the distance between the workplace and residence of worker has increased considerable. It is therefore, necessary to provide proper transport facilities to and from the factory. Such facilities will reduce strain and absenteeism. The committee on labour welfare, 1969 recommended the provision of transport facilities to workers so that they can reach the work place punctually & comfortably. YAMAHA provides subsidized transportation facility to its employees coming from: Delhi New Delhi Ghaziabad Noida Faridabad Gurgaon Baghpat Sonipat Meerut And nearby villages.etc It owns(on contract) :i. ii. Buses Tata Sumos / Qualis
There no. of Buses/Tata sumos/Qualis in each shift is as follows: i.A Shift ii.B Shift iii.C Shift 45 Buses/Tata sumos/Qualis 23 Buses/Tata sumos/Qualis as per requirement
YAMAHA deduct conveyance charges from the salary as per designationThe conveyance charges for Worker(operative,unionized cadre) staff is according to distance: i. ii. iii. 0 50 K.M 51 100 K.M 100 and above K.M Rs. 60/- Per Month Rs. 80/- Per Month Rs. 100/- Per Month
The conveyance charges for Supervisors and Managerial staff is according to their grade:
i
ii. iii.
Rs. 472/- Per Month Rs. 813/- Per Month Rs. 1200/- Per Month
YAMAHA has a separate Transport Department which is controlled by a Manager(Personnel & Administration) and 5 workers.
Contractor provides Transport faciity to the company Transport Department provides shuttle facility to the managers(in case of overtime)if they send the request to Transport Department
Disciplinary action like cancellation of contract, deduction in payment is taken against.vehicles.workers(drivers,conducter, contracter) for their misconduct.
Vehicles Reporting Time: i.A Shift ii.B Shift 7:45 A.M 4:15 P.M RS 50 RS 100 RS 500 RS 1000(A shift) RS 1000 (B shift)
Vehicles Reporting Late following deduction are made: 05 Minutes 10 Minutes 15 Minutes 8:OO AM-8:15 AM 4:30 PM-4:45 PM
Reporting beyond 8:15 AM in A shift and 4:45 PM in B shift Trip Cancelled. Reporting late 03 times in a month warning letter to transporters are issued. After issuance of warning letter, if no improvement in timing is seen termination of contract/action concerned employee if found guilty.
DISPENSARY
YAMAHA maintains its own dispensary within the campus. Employees whether casual,contractual or regular can avail medical facility in case of minor injury. The dispensary provides first-aid facility only. AIIMS, Kailash Hospital, Apollo Hospital, Escort Hospital etc. The dispensary is equipped with all necessary medicines Some medicines are given free of cost to the patients while others are provided at subsidized rates
In case of
The dispensary is controlled by Manager(Personnel & Administration) and workers. Dispensary has 2 MBBS Doctors known as medical officer,4 govt certified compounders, 3 bedded room separate for men and women
Dispensary has its own ambulance,and in case of emergency transport vehicles are used. Yamaha has tied up with Apollo Hospital, Kailash Hospital, Metro Hospital and other nearby hospitals to provide medical facilities to their employees
For Regular employees YAMAHA has Hospitalisation Scheme and for Contractual and Casual employees company has Employee State Insurance(E.S.I)
The company organizes various health awareness camps for its employees.
MAIL ROOM
YAMAHA maintains its own MAIL ROOM within the campus for receiveing and dispatching of mails.Employees can avail this facility.Mail room provides receiveing and outgoing of mails within an organization. The function of mail room is receiving of The incoming mails are categorised according to incoming and outgoing of mails. the employee /department and are delivery to the concerned employee/department. room. A separate box is kept in each department for outgoing of mails and a separate box of inter plant communication (i.e Surajpur and Faridabad ). and A shuttle arrangement is there which collects delievered the mails within two plants (i.e Custom duty on parcel is duly paid my mail
Surajpur and Faridabad). Ordinary mails are despatched to all India Urgent mails are send through couriers and not dealers urgent mails are send through ordinary post.
Employees
are
appointed
to
receive
and
management system in its activity by Complying with applicable EHS legal and regulatory requirements. Conserving natural resources, reducing waste and increasing green cover. Striving towards prevention of pollution. Providing EHS awareness to its employees.
The
EHS
policy
of
the
company
shall
be
communicated to all the employees and would be available to interested parties on request.
INTRODUCTION Organizations are obliged to provide employees with a safe and healthy environment. Health is a general state of physical mental and emotional well being. Safety is protection of a persons physical health.
NEED Industrial health is essential to: Promote and maintain the highest degree of physical, social, and mental well being of workers. Improve productivity and quality of work. Reduce accidents, injuries, absenteeism and labour turnover. Protect workers against any health hazard arising out of work or conditions in which it is carried on.
SAFETY:
A well managed factory will see to it that there are no physical hazards such as Slipping, tripping, or falling on the floor hazards. Obstruction and collision hazards. Equipment hazards. Fire hazards.
Safety Process:
1. 2. 3. 4. 5. 6. Understanding inbuilt safety of machine,process Identifying hazards Evaluating safety measures. Risk assessment(residual risk gap analysis) Additional counter measures Engineering.method(Personal/protective machine.
equipment) SAFETY IS A VERY IMPORTANT ISSUE. At YAMAHA separate safety department is there which is controlled by a Safety Manager (Manager P&A) Various safety programmes are conducted. Mock drills are conducted at a regular interval of time.
Workers and Employees are provided education about safety,and safety training is provided to them.
Workers and Employees are motivated to adapt safety programmes,via mask ,gloves,uniform,apron,leg training,posters,stickers,slogans,etc
Employees
guards,arms sleves,long coats are provided to employees for safety purpose. Portable fire extinguisher gas is installed at a distance of 10 meter within the whole plant. 2,50,000 litre of water is dedicated for fire purpose. Fire Tender Van is always kept ready in the plant,which has 1500 litre capacity of water in it.
National Safety Day 0n 4th March is celebrated each year. Environmental Day celebrated on 5th June each year. Fire Safety week celebrated from 13th -17th April each year.
SAFETY COMMITTEE is there in which safety manager and heads of each functional area there and disscuss the hazards and their counter measures.SAFETY COMMITTEE meeting is held quaterly.
Work on or near machinery in motion (section 22) Employment of young persons (section 23) Striking gear and devices for cutting off power (section 24) Self acting machines (section 25) Casing of new machinery (section 26) Employment of women, children near cotton openers (section 27) Hoists and lifts (section 28) Lifting machines chains and ropes (section 29) Revolving machinery (section 30) Pressure plant (section 31) Floors stairs and means of access (section 32) Pits sumps openings in floors (section 33)
Excessive weights (section 34) Protection of eyes (section 35) Dangerous fumes and gases (section 36) Precautions with regard to portable electrical light (section 36A) Explosive or inflammable gas or dust (section 37) Precautions in case of fire (section 38) Safety of building and machinery (section 40) Safety officers (section 40B)
i. ii. iii.
Contribution from employee @ 1.75%. Contribution from employer @ 4.75%. State governments share of expenditure on medical car
E.S.I. CODE: Employer should obtain the E.S.I. Code from E.S.I. authority.
FORMS: Form-1 Form-1-A Form-3 Form-53 Form-1-B Form-36 Form-72 : : : : : : : Declaration form. Family declaration form. Return of declaration form. Change of address. Change in number of dependents. Employment Certificate. Loss of TIC or ID card / for duplicate ID card. Form-25-A : Form-6 Form-26 : : funeral benefit. Half- yearly Return of contribution. certificate of permanent disability (only in case of disability at on duty) Form-37 : Re-employment / continuos of
employment. Form-7-A Form-86 Form-18 : : : For treatment after re-employment. Certificate of employment. Notice of accident and dangerous Occurrence. Form-16 : Resulting in bodily injury. (For local ESI office) Notice of accident and dangerous Occurrence. Resulting in bodily injury.(For chief inspector of factories)
November 1995 this scheme has been ammended called Those employees who are the member of Family Pension scheme are automatically the members of this scheme. And the person who get RS. 7500/- at the time of joining becomes the member of this scheme. Employees who complete 10 year of service are eligible to get pension.
3.
4.
5.
ELIGIBILITYAll the employees drawing salary of 6500/- per month or less are eligible to become the member of this scheme.
6.
CONTRIBUTIONThe Provident Fund Contribution is made from the Employees @ 12% of the wages and the employer contributes equivalent share.
7.
ADMINISTRATIVE CHARGESThe Employer has to deposit @ 1.1% on the wages of Provident Fund member.
8.
REMITTANCEThe amount of Provident Fund and Administrative charges should be deposited with State Bank of India through Chileans latest by 15th of every month. In unforeseen
contingencies remittance can be made by 20th. But, it should be occasionally otherwise the Regional Provident Fund commissioner would impose penalty.
INSURANCE
Insurance is a form of risk management primarily used to hedge against the risk of potential financial loss. Ideally, insurance is defined as the equitable transfer of the risk of a potential loss, from one entity to another, in exchange for a reasonable fee known as premium.
YAMAHA provides two types of insurance to its employees i.e MEDICLAIM PERSONAL ACCIDENT POLICY
Each and every person aged between 5 and 75 years of age. Children aged between 3 months and 5 years have to be insured along with their parents. Government or private institutions for their employees. Clubs or associations for their bona-fide members.
Risks covered This insurance policy protects the insured from the risks of illness or disease or accidental injury sustained. Compensation offered This insurance policy will provide compensation for
Hospitalisation expenses based on actuals and subject to the sum insured. Domiciliary hospitalisation charges based on actuals and subject to the sum insured.
YAMAHA provides Mediclaim facility to all its regular employees .All regular employees are covered under this policy.
ES.I/P.F/INSURANCE is controlled by Manager (Personnel & Administration) and workers.
Company has tied up with National Insurance Company to provide mediclaim to its employee. Premium is paid by the company for employees and their dependants,but employees parents are not entertained by the company,for it an employee has to pay premium.
Incase of Minor Injury: Category 4 : Category 3 : Category 2 : Category 1 : Incase of Major Injury: Category 4 : Category 3 : Category 2 : Category 1 : RS 2, 00,000 RS 2, 50,000 RS 5, 00,000 RS 7,50,000 RS 50,000 RS 60,000 RS 1, 00,000 RS 2, 50,000
To avail mediclaim Hospitalisation is compulsory for minimum 24 hours,if hospitalization less than 24 hours calim will not be entertained.
regular employees .All regular employees are covered under this policy. Yearly premium is paid by the company The policy is categorized according to: Category 4 : Workers and Staff
The sum assured for the employee are according to the category Category 4 : Category 3 : Category 2 : Category 1 : RS 1, 00,000 RS 2, 00,000 RS 4, 00,000 RS 5, 00,000
CANTEEN
YAMAHA have canteen facility which is run on contract basis providing tea, snacks, lunch and dinner to the employees at subsidized rates. Payment made by the employees and management to the contractor id employee pays 11 RS and management pays 16 RS Two menu are made in a yearSummer season menu Winter season menu There are one canteen manager appointed by the company,5-6 supervisors and 82 trolley mens,boys engaged in canteen. Trolley men reports to supervisors and supervisors report to canteen incharge. The company is providing utensils and stores to the contractor. Contractor provides raw material to the canteen.
The menu is decided by the management, union and canteen incharge.Proper hygienic conditions are maintained in the canteen.Disciplinary actions like suspension,wage cut is taken against canteen workers for their misconduct.
Catering for 3000 peoples are is done in a day which include employees,contractor,guests,etc ,canteen is runned in two shifts A Shift and B Shift.
TIME OFFICE
Time office plays a very vital role in day to day working of the company, it provides information to management regarding employees day to day attendance,leave,joining of new candidates, summer trainees etc. YAMAHA has its own time office which is open 24 hours a day A MANAGER (PERSONNEL AND ADMINISTRATION) is appointed to coordinate; control all the activities of Time office Functions of time office include: Joining of new candidates,summer trainees,apprenticeship,etc Leave application Day to day attendance Creating database of new joined employee Issue of Attendance card cum Identity card
Time office has a separate box for leave application in which an employee has to drop an application of leave. Time office issues Attendance card cum Identity card to employees,the card has to be punched by the employee in the machine which is installed in various department. A person is send to each department with the attendance sheet of the day and the head of that department has to sign on that sheet checking the no. of employees being present.In case,an employee forgets to punch his attendance card,he has to fill a forget punch card with the signature of his head of the department.
SECURITY
Security is very important issue in an Industry.At YAMAHA strict security system is followed. Company appoints one Chief Security Officer,12 Security Officer,which coordinates all the activities related to security 50 security guards are alloted , Security guard report to security oficer,and security oficer reports to chief security oficer. Proper deployment of guards are made at each and every step. At Sensitive areas such as paint shop,etc more and more guards are alloted Functions of security at YAMAHA are: Security cover Fire fighting Receive and despatch of material Store check Proper training are provided to security personnels.