WAY OF LIFE.!!!!!

ESTD.

1981 AS A GOVERNMENT COMPANY . MAJORLY BASED ON JAPANESE HR CONCEPTS. LIKE TQM AND JIT. LATER IN STARTED WORKING WITH SUZUKI A JAPAN BASED COMPANY IN YEAR 1982. LEADING FOUR WHEELER PRODUCER IN INDIA

 RECRUITMENT
TRANSFER SENIOR

PRACTICE:

EMPLOYEES RETIRED EMPLOYES PRESS AND ADVERTISEMENT EDUCATIONAL INSTITUTES SELECTION IS BASED ON SELECTION TEST TO JUDGE KSA.

 IT

INCLUDES TRAINING, DEVELOPMENT , AND COMPENSATION. IT ALSO INVOLVES EDUCATION ,HEALTHCARE , AND OTHER MEDICAL AND EMERGENCY BENEFITS.

 TARDITIONAL

VIEW OF HR PRACTICES CONSIDERING MANAGERS ARE BORN AND NOT MADE. THEY GENERALLY TAKE INTELLIGENCE TEST IN SOME UNNECESSARY JOBS. GUIDELINES ARE VERY RIGIDS AND NOT EMPLOYEE FRIENDLY. INCENTIVES ARE GENERALLY PRODUCTIVITY BASED.

 PARTICIPATIVE

MANAGEMENT STYLE IS

LACKING. TRAINING TIME FOR NEW COMERS IS VERY LESS. BAD HR PRACTICES LIKE RUDE BEHAVIOR WITH EMPLOYEES ON CONTRACT BASES. CHALLENGES FROM HUANDAI AND TATA etc. ENTRANCES OF INTERNATINAL PLAYERS

 RELUCTANCE

FROM EMPLOYEES TO ADOPT ORGANIZATIONAL CULTURE. NO INCENTIVES FROM EXTRA WORK. EVEN TIME FOR PERSONAL WORK LIKE LUNCH, WASHROOM USAGE IS FIXED. HUGE SALARY DIFFERENCE B/W SALARY OF PERMANENT AND NON PARMENT EMPLOYEES.

 LACKING

IN LIFELONG LEARNING GLOBALIZATION TECHNOLOGICAL CHANGES. CULTURAL AND SOCIAL CHANGES. NO POWER TO LABOUR UNION LEADING TO PROTEST. VERY LESS INTERACTION B/W LOW N UPPER LEVEL MANAGERS . FAILING TO EFFECTIVELY IMPLEMENT JAPANESE CONCEPTS.