Professional Documents
Culture Documents
Amaha India
Amaha India
SUBMITTED BY:
ARPIT ARORA
ENROLLMENTNO.:
B.B.A 2008-11
PREFACE
A Well planned, properly executed and evaluated
summer training helps a lot in inclucating good work
culture.
to
problem-solving
based
on
broad
INDIA
PVT.
LTD.(Surajpur)
Greater
NOIDA.
have
tried
to
summarize
all
my
observations,
I am very thankful to :
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
and
manufacturing,
FRP
as
(fiber
well
glass
as
reinforced
plastics)
electronic
control
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.
Producing Means To An
Active Life
At Yamaha business and leisure are treated as
insuperable parts of life that is reason of striving to help
bring people around the world a more active life.
Founded
Capital
President
July 1, 1955
Takashi Kajikawa
Employees
(Consolidated)
Sales
(Consolidated)
Sales Profile
Headquarters
Affiliated
Companies
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.
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
Electro-Hybrid
Vehicles
Recreational
Vehicles
People- and
environmentfriendly powerassisted bikes
All-terrain vehicles
and snowmobiles
----------------------------------------------------------------------Water
Boats
Water Vehicles
Motorboats,
sailboats, utility
craft and specialorder boats
Personal
watercraft and jet
boats
Marine Engines
Outboard motors
and engines
(including diesel)
-----------------------------------------------------------------------
Power
Products
----------------------------------------------------------------------Parts
----------------------------------------------------------------------Industrial
Products
Automobile
Engines
Advanced
components for
auto
manufacturers
Aeronautics
Unmanned
helicopters for
industrial use
and research
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
Sports Activities
Our corporate commitment to healthy competition
At Yamaha Motor, sports activities are a reflection of our
commitment to creating kando. What better way could there be to
stimulate "intense excitement" and "deep satisfaction" than to
support activities that by their very nature embody emotions so
powerful, they transcend the boundaries of race, region and
language?
In addition to our extensive participation in racing, the perfect forum
for spotlighting and testing our most advanced technologies, Yamaha
Motor is also deeply involved with rugby and soccer, both as a team
owner and an official sponsor of sports organizations like the Asian
Football Confederation.
History
Our origins, our legacy
Communication Plaza
Our in-house exhibition forum
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)
objective
is
to
optimize
the
internal
working.system.
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.
Ltd.(YMEL).
of
June.
with
undertook
the
numerous
motorcycle
name
being
measures
manufacturing
and
changed
to
build
to
YMEL
the
marketing
and
company's
operations.
its
competitiveness
in the Indian
market
and
global
manufacturing
network.
MANAGING DIRECTOR
T. Ishikawa San
CAPITAL
3, 50,000 Motorcycles
MARKET SHARE
6%
MANUFACTURING UNITS :
Faridabad
Surajpur
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
: 1964
: 1,080,078
Distance from
Parts Mfg
Machining
Heat Treatment
Painting
Plating
SURAJPUR
Established
: 1985
: 3,780,900
Distance from
Models: FAZER
ENTICER
LIBERO
CRUX
RX100
GLADIATOR
Faridabad Plant
19/6 Mathura Road
Faridabad
Surajpur Plant
A-3
Surajpur Industrial Area
Noida - Dadri Road
Surajpur.
HIERARCHIAL STRUCTURE
Managing Director & CEO
Executive Committee
Senior Vice President
Vice President
Associate Vice President
TOP MANAGEMENT
SENIOR
MANAGEMENT
MIDDLE
MANAGEMENT
MANAGEMENT
OPERATIVE &
JUNIOR
OPERATIVE STAFF
(Unionized Cadre)
- 1st Shift
4:30p.m. 1:00a.m.
- 2nd Shift
1.00a.m. 8.00a.m.
- 3rd Shift
LEAVE POLICY
Casual Leave (CL) : 7/year
Sick Leave (SL)
: 7/year
STAFFING POLICY
Probation period
: 6 months
SEPARATION POLICY
Supervisor
: 1 month
Manager
: 2 months
: 2 months
RETIREMENT POLICY
All
: 58 yrs
Directors
: 60 yrs
Manufacturing
Operations
Quality Assurance
Manufacturing
Inspection
Production Management
Engineering
Industrial Engineering
Marketing
Tool Engineering
Planning & Advertising
Sales
Service
Exports
Personnel &
Spare Parts
Industrial Relations
Administration
Administration
Security
Product Engineering
Human Resource
Design
Testing
Technical Administration
Project Planning
Corporate Planning
Business Planning
Finance
Corporate Finance
Accounts
Materials
Company Secretariat
Purchase
Materials Development
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.
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.
1. Permanent Employee
2. Casual Employee
3. Contactual Employee
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)
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.
1. Last Employer
2. Two references given by the candidates in the
Resume.
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
ATTENDANCE CARD / ENTRY IN REGISTER
PERSONAL FILE MANAGEMENT
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.
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.
The
quantified
percentage
achievement
(Performance) and Competence/Potential are
the determining factors for the individual
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
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
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.
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?
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:
Suggeston Schemes
Kaizen,etc
H.R.I.S
(HUMAN
SYSTEM):The HRIS
RESOURCE
INFORMATION
for
data
BIRTHDAYS CELEBRATION
FAIRWELLS CELEBRATION
provide summer
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
45 Buses/Tata sumos/Qualis
ii.B Shift
23 Buses/Tata sumos/Qualis
iii.C Shift
as per requirement
i. 0 50 K.M
ii.
JM-I to M3
M4 to M5
iii.
M5 and above
i.A Shift
7:45 A.M
ii.B Shift
4:15 P.M
RS 50
10 Minutes
RS 100
15 Minutes
RS 500
8:OO AM-8:15 AM
RS 1000(A shift)
4:30 PM-4:45 PM
RS 1000 (B shift)
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.
In case of
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
/department
and
are
delivery
to
the
concerned employee/department.
mails
and
separate
box
of
inter
plant
its
EHS
performance
through
implements
EHS
The
EHS
policy
of
the
company
shall
be
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. Understanding
inbuilt
safety
of
machine,process
machine.
2. Identifying hazards
3. Evaluating safety measures.
4. Risk assessment(residual risk gap analysis)
5. Additional counter measures
6. Engineering.method(Personal/protective equipment)
SAFETY IS A VERY IMPORTANT ISSUE.
At YAMAHA separate safety department is there which is
controlled by a Safety Manager (Manager P&A)
programmes,via
training,posters,stickers,slogans,etc
Employees
mask
,gloves,uniform,apron,leg
and
disscuss
the
hazards
and
their
FORMS:
Form-1
Declaration form.
Form-1-A
Form-3
Form-53
Change of address.
Form-1-B
Form-36
Employment Certificate.
Form-72
Form-25-A :
funeral benefit.
Form-6
Form-26
Form-37
Re-employment / continuos of
employment.
Form-7-A
Form-86
Certificate of employment.
Form-18
But in
2.
3.
4.
5.
6.
7.
8.
In unforeseen
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.
MEDICLAIM
Risks covered
This insurance policy protects the insured from the risks of illness or
disease or accidental injury sustained.
Compensation offered
Category 3 :
Supervisors
Category 2 :
Managers
Category 1 :
RS 50,000
Category 3 :
RS 60,000
Category 2 :
RS 1, 00,000
Category 1 :
RS 2, 50,000
Category 4 :
RS 2, 00,000
Category 3 :
RS 2, 50,000
Category 2 :
RS 5, 00,000
Category 1 :
RS 7,50,000
Category 4 :
Category 3 :
Supervisors
Category 2 :
Managers
Category 1 :
The sum assured for the employee are according to the category
Category 4 :
RS 1, 00,000
Category 3 :
RS 2, 00,000
Category 2 :
RS 4, 00,000
Category 1 :
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.
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.