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INTRODUCTION – HMT AS A WHOLE
BACKGROUND HISTORY OF HMT LIMITED: 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.
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.
HMT Corporate Mission: To establish ourselves as one of the Worlds companies in the engineering field having strong international competitiveness. To achieve market leadership in India through ensuring customer satisfaction by supplying internationally competitive products and services. To achieve sustained growth in the earnings of the group on behalf of shareholders. 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.
Board of Directors
Shri A.V. Kamat Dr. Surajit Mitra Dr. B.B.L. Madhukar Dr. S.K. Gupta Shri K.H.Suresh Shri V. Hemachandra Babu Birth Of HMT
Chairman Director Special Director (BIFR) Director Director (Technology) Managing Director (Machine tools) Pt. Jawahar Lal Nehru First manufacturing unit (MT, Bangalore on June 10, 1955).
Introduction To the Organization
HMT AJMER UNIT PROFILE MTA AT A GLANCE
Date of Registration Commencement of Production Merger with HMT Capital Employed(as on 1.4.2007) Land Area –Total Plant Foundry Township Covered Area (Plant) No. of Quarters Power Required No. of Employees (as on 31.5.2009) No. of Machines ISO-9001 Certified Unit situated area 11-01-1967 1970-71 1-04-1975 201 Lacs. 178 Acres 62 Acres 116 Acres 31848 Sq. M. 136 4.00 Lacs Units/Month 424 250 1994 178 acres [62 acres : For factory campus 166 acres : for township 136 quarters : for housing its employees] Workforce 426 [Officers
Cost of Machines working in the unit
No. Of machine shops Working shifts
6 Lacs up to 1 CR.60 Lacs
[‘A’ shift - (6.00am to 2.00pm) 4
‘B’ shift - (2.00pm to 10.00pm) ‘C’ shift - (10.oopm to 8.00am) ‘General’ shift - 8.30am to 4.30pm)]
OTHER SERVICES OFFERED
1) 2) 3) 4) 5) 6) 7) Manufactures of hydraulic groups for defence, hydraulic assembly for Manufactures of high precision and critical items and assemblies. Manufactures of jigs and fixtures and tooling for various machinery. Supply of casting. Reconditioning and retrofitting of old machines. Chemical, mechanical and meteorological tests. Checking and calibration of instruments and machines. STATE Karnataka Karnataka Karnataka Haryana Kerala Andhra Pradesh Haryana Karnataka Kerala Karnataka Karnataka Rajasthan Karnataka Jammu & Kashmir Karnataka Andhra Pradesh Karnataka Uttar Pradesh Karnataka Karnataka Karnataka Karnataka 5 tractors.
8) YEAR Training to outsiders /students/customers. UNITS/DIVISION LOCATION 1953 Machine Tools I Banglore 1961 1962 1963 1965 1967 1971 1971 1972 1972 1973 1975 1975 1975 1978 1981 1981 1982 1983 1985 1986 1991 Machine Tools II Watch Factory I Machine Tools III Machine Tools IV Machine Tools V Tractor Division Die Casting Division Printing Machine Division Watch Factory II Precision Machine Division Machine Tools VI HMT (International) Ltd. Watch Factory III Watch Factory IV HMT Bearing Ltd. Quartz Analog Watches Watch Factory V Stepper Motor Division Ball Screw Division CNC System Division Central Re-Conditioning Banglore Banglore Pinjore Kalamessery Hyderabad Pinjore Banglore Kalamessery Banglore Banglore Ajmer Banglore Sri Nagar Tumkur Hyderabad Banglore Ranibagh Tumkur Banglore Banglore Banglore
2000 it became a unit of HMT MACHINE TOOLS LTD. From 1. This unit is situated over 178 acres of land. Machine Tools Project Consultancy Tractor & Agricultural Implements Watches Bearing Printing Machinery Software & IT Services Imports The unit was established at Ajmer as “MACHINE TOOL CORPORATION OF INDIA LIMITED” a government of India undertaking in January.. the then east Germany. GDR. 2. This unit was merged with M/s.HMT Limited in 1975.4. 7 . WMW. 5. for the purpose of making India self-reliant in manufacture of precision grinding machines. 6. playground. 1967bin collaboration with M/s.PRODUCT & SERVICE 1. out of which 62 acres are for factory campus and 116 acres for township comprising 136 quarters for housing its employees with community centre. 4. a wholly owned subsidiary of HMT Limited. etc. 8. club. 3. 7.
core making. designing. crank shift. information technology centre.M. CAD centre. Sideway Grinding. Milling &Lathes. knock out. sand-plant. short lasting areas. medium parts. Honing. such as CNC Machine centers. and High technology centre and test floor. Jig Boring. Measuring Centre to measure high precision items & test pieces. heat treatment shop and plant maintenance departments. Stores building houses central stores. Store foundry block houses personnel. general purpose & special purpose grinding machine (cylindrical. vendor development and sub. centre less. Apart from these. Painting. internal. Information technology centre and foundry. servicing and G. Building1-2 houses small parts. machining. The unit has qualified and experienced design &engineering personnel to fulfill requirement of business operation to the entire satisfaction of customers. The unit has highly skilled and dedicated work force of 394 employees (109 officers and 285 workers). sales and finance department. duplex. Unit business Manufacture of machine tools: Wide range of CNC conventional. Foundry shed houses moulding. 8 .Factory Lay-Out Unit has two workshop Buildings-Building 1-1 Houses assembly. tractor hydraulics. Annex houses civil maintenance. CNC Lathes. Technology base Unit has Machine shop well equipped with 186 nos. Material testing laboratory. tool crib. precision machines.contracts. Pattern shop Building houses pattern shop and machine shop of training centre. Super Finishing Machine. Plano-milling. unit is also having heat treatment shop. engineering.’s office. heavy Parts. material planning and training centre. Administrative building houses purchase. industrial engineering. electrical generation or distribution and conservation. tool room and special accessories.
3 2. engineering and defense segments. Jigs & cylinders for bank note press. CNC turning centers.2 1.1 1. Marketing Printing Demonstration Centre Computer Integrated Mfg. Supply of castings. CNC training machine (lathe & machining centre). BANGALORE 1. etc. M.horizontal & vertical. The product strategy is mainly focused on auto & auto-ancillary. Knife edge grinding. Other machine like super finishing.1 HMT I & II Bangalore 9 .T. 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. Needle sharpening. Job orders / customer component manufacture Hydraulic groups for defense. Some other details of above Business Groups as follows: Machine Tools 1. cot grinding. Hydraulic lifts for tractors. Unit got national award for excellence in indigenization of defense store in the category of mechanical engineering for the year 1993-94. High precision components / operation on job work basis for automobile industry and BHEL. Rotary table vertical surface grinding. tool & cutter). Division Bangalore Bangalore Bangalore FACTORIES: 2. This award was for development and supply of Hydraulic unit for T-72 tank. DIRECOTORATE – M. Reconditioning / CNC retrofitting of machine tools. Gap grinding. coil winding.T.
Auto Ancillaries. Reliability and precision are hallmark to have a fleet of 7500 machines working in every corner of country & abroad.4 2.e.2. Market Standing The unit pioneered manufacturing technology for grinding machine in India. KAIZEN. Good House Keeping through 5-S. Small Group Activities etc. Unit was the first to receive the ISO-9000 Certification in Rajasthan and second in HMT Units.1994. Defense & Power Sectors.2 2. mechanical & metrological tests. Multi-trade training. Unit has positioned itself as “Centre of excellence for Grinding Solution”. Tractors. which was a milestone for country’s journey towards self-reliance. on 24. Bearings. Productivity & Quality Great emphasis is given on Productivity and Quality in HMT.2. 10 . Total Customer Satisfaction. ISO-9000. Training to customer / outsiders / students pursuing engineering & professional courses. TQM. Waste Elimination. instruments calibration. It also caters to requirement of General Engineering. The unit has achieved substantial progress in implementation of productivity improvement activities i. It caters to requirement of sun rising user sectors like Automobile. HMT III HMT IV HMT V HMT VI Pinjore Kalamassery Hyderabad Ajmer REGIONAL OFFICES & SHOWROOMS: Mumbai Ahmedabad New Delhi Kolkata Pune Bhopal Chandigarh Ranchi Aurangabad Jabalpur Kanpur Bangalore Nagpur Jaipur Faridabad Belagaum Other Services Offered Chemical.3 2.5 3.
Electrical are also inter faced and the machine is ready for final testing and printing of plant and equipment. Human Resource Department: Headed by Joint General Manager (HRM) this department is setup with an aim of conservation and proper utilization of human resources and is also responsible for maintaining the cordial relations between employees and management. was confirmed upon CMTI – Trust Award for the best innovative design of the year. tail stock assemblies etc. much as sub assembly. Manufacturing and Assembly Department: Headed by JGM (manufacturing). Different Departments of HMT. in Machine Tool Category for the year 1986-87 from the Hon’ble President of India. Awards Won (i) (ii) (iii) (iv) National Productivity Award. HMT Ajmer’s manufacturing environment is highly advanced. 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. 11 . ISO-9001 Certification on 24th February 1994 HMT Ajmer was the First Unit to receive this certification in Rajasthan & Second in HMT Units. this department also looks after utilizing only the latest production techniques in all phases of manufacturing maintenance. (v) MTA product. National Award for R&D efforts in Mechanical Engineering Sector in 1990. which consists of head stock assembly. Ajmer 1.The unit has the distinction of getting “National Productivity Award” (instituted by National Productivity Council if India). in Machine Tools Category for the year 1986-87. The other important functions of this department are performance appraisal and different welfare activities for the employee. this group then reaches to the final assembly to be fitted on the bed. saddle. 2. computer controlled double disk grinder CNC GDS-22 displayed in IMTEX-98 at New Delhi. Group assembly and final assembly of individual components. gearbox. There subassemblies after inspection pass on group assembly. This assembly of machine is done stages.
To calculate manpower and machines available. This department also maintains a Central store and looks after appropriate levels. Deciding the type of material required for each component grade such as casting alloy etc. Inspection of incoming material is also handled. accordingly new machines are ordered and component. Prepare machines and sectional layouts 6. Testing & trials of machines. The main functions of the planning department are as under: Time calculations for each operation. 4. It is responsible for all kinds of purchases made by unit. Service & Inspection Department: Headed by DGM. 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. Its functions are: Design & development of products. Drawing of component. along with master part list (BOM) for machines. This department is responsible for inspection & Servicing of the M/C’s. Planning Department: Headed by Chief Engineer Planning.3. To prepare monthly progress reports for the production activities carried out in shop. Vendor development for new items. Job card booking of workers in shifts. group assembly. special assembly etc. This department is concerned with the inspection of various components and machines being manufactured. Design Department: Headed by JGM. 12 . The inspection is carried out in various stages. 5. Materials Department: Headed by JGM. Marketing of special purpose machine. Counting of products and components.
but functionally under executive director. This department also looks after the feedback received from marketing division so as to make improvement accordingly. 10. 8. Spares and Reconditioning. 11. Finance Department: Headed by AGM Finance. Sales Department: is headed by DGM. These functions of sales sections are the execution of sales order and to bid for contracts through tenders. This dept. is preventions of theft. The functions of this department include maintenance of all accounts of the Company. is responsible for the computing of each product of that the selling price may be determined accordingly. Sales.7. The function of service section is to provide after sales & also looks after customer’s complaints and supply of spares. is divided into 3 sections viz. Security Department: This is headed by Asst. Security office. Main function of this dept. 13 . The costing section of this dept. sabotage and maintenance of industrial security within the HMT compound including Township. Foundry Department: Headed by JGM Foundry. 9. The balance sheet is finally prepared which is sent to the head office for the preparation of combined balance sheet. General Manager heads this department. This department is administratively under HMT Ajmer. Quality Assurance Department: Dy.
They are listed below in descending order: General Manager Joint General Manager Deputy General Manager Assistant General Manager Manager Deputy Managers Foremen 14 . The organization hierarchy consists of seven management levels in all.HRD Activities The Unit has got well-equipped training center to facilitate periodical HRD Activities. facilities etc. assisted by the General Manager. General Manager leading the unit. sports. canteen. Hierarchy in the organization The organizational hierarchy of HMT MTL Ajmer is based on functions. HRD Programmes are periodically arranged for PID/KAIZEN recommendations ISO 9000/ Total Customer Happens/ TQM multi trade training computer awareness and operation. Training etc. Directly controls in different department. The Unit has provided amenities such as town ship consisting of 136 Quarters Transport facilities for school going children. Vocational Training to student’s customers.
HIERARCHY IN THE ORGANIZATION: Diagrammatic Representation 15 .
and controlling of the procurement.L. It is that part of the management process which is concerned with the management of human resources is an organization. integration. organizing.” 16 . development. Breach. Human Resource / Personnel Management may be defined as the art of procuring. developing and maintaining competent work force to achieve the goals of an organization is an effective and efficient manner. According to Flippo. In short. “Personnel Management is the specialized intelligent handling of the human factor by a separate department which could devote its full time for research along the line of improvement is industrial relation.” According to R. directing. compensation. it may be defined as the art of procuring. organization and social objectives are accomplished. “Personnel Management is that part of process which is primarily concerned with the human constituents of an organization. “ Human Resource / Personnel Management is the planning. developing and maintaining competent workforce to achieve organizational goals efficiently.G. It tries to secure the best from people by winning their whole hearted co-operation. maintenance and separation of human resources to the end that individual.Human Resource Management Meaning and Definition Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. Gokhle.” According to E.F.
Promotion policy & career planning. Performance appraisal system. Development Oriented. Auxiliary Service.Features of HRM Pervasive Force. People Oriented. Human Resource Management in HMT 1) Functions of HRM in HMT. 3) Conduct regulations Conduct discipline and appeal rules. Rules on seniority. 17 . Comprehensive Function.trainees. Transfer policy & rules. Action Oriented. 2) Manpower planning & recruitment : s Policy centralized recruitment (Ps Category) recruitment of co. Inter-Disciplinary Function. Internal recruitment Authority competent to confirm Employees. Career Development Promotion policy & rules for workmen. Continuous Function. Rationalization of Designation (PS).(WG Category) Scheme on Standard force norms. Integrating Mechanism. Individually Oriented.
Policy on annual increments (PS). Inter . Wage structure of WS category. Payment of transfer responses to those moving from one public sector units to another. Guidelines on SC/ST Monthly incentive scheme Policy on official language Grievance procedure (PS) category Benefits and facilities for trainees during training period. Leave travel concession scheme. 4) Standing orders. Terms and conditions of foreign posting / deputation. Incentives for small family norms. Leave & Leave encashment rules.units sports regulations. Guideline of selection of personnel for training abroad. Guidelines on pay fixations. Salary Structure and Allowances Salary structure of PS category. 18 6) 7) 8) Participative Management scheme Suggestion scheme General 9) Foreign deputation/tour . Procedure for seeking sanction for tour abroad. Procedure for selection of personnel for posting abroad. Policy on gift watches. Wage anomaly settlement. Employee consoling. 5) Company assistance and welfare Policy on uniforms. Participative Management scheme.
Trade Union Organization in HMT . only when we use it in our practical life and trade union is practical use of this. It’s provides all rights of labour for their prosperity. Overseas medical insurance scheme. It is required for two reasonsa) For labour b) For management a. This sangh believe to work with national principle.) For labour:. So people are against it. A union is continuous long term association for the 19 .Earlier there is a union. They divide it in two parts. 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. Means what is the trade union? If we find the answer than we can say that trade union is an organization.Unity become strength slowly but surely the work begin because of his union to be more and more like human being and not like either commodity. In 1997 worker union build from Employee union. So we can say that an individual is not able to organize and defend his interest as well as group can. It fights election with employee union and wins the election and get affiliated. Therefore workers saw the advantage of organizing themselves into group to improvement there terms and condition of employment. which work with non principle ways . A trade union is a natural and necessary vehicle for workers to secure protection dignity and moral status at work. Trade union “Unity is strength” We can understand the real meaning of the idiom which we heard from childhood.i) Shramik sangh ii) Mazdoor sangh.
to solve their problems etc. It is an authorized body to union for management. • I. So. than it seems that real mean of union is to work for profits of organization and create good position of it. b) For management• To communicate any report.It is not possible that any communication takes place directly between management and labour. For Example:. to give them justice. Type of trade union. So. 20 . II.Trade union has its existence on each.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. trade union is required. That trade union which has its existence not only in company but in state and country and is called as Indian level union. • In the form of a chain.HMT workers union comes under this. iv) MTA seva sangh That union which has it’s existence upto it’s own district. • • For benefits of labour. the management’s people talk to the leader of union and declare their decision through leader.It is an art to fulfill the communication or management according law. For benefits of organization. to communicate the management side to union.In HMTi) HMT employees union ii) HMT shramik sangh iii) HMT mazdoor Sangh. For Example:-In HMT.company worker with the union. Union Leader is chosen by the company labour on their agreement and work for labour.Organization of trade union is mostly or mainly for the benefits of labour. on this base it is of two types. So.
Dealing With the Trade Unions A union is a continuous. When the manufacture was handwork and the productive group was a small one. and safety measures were taken. Unity becomes strength. The trade union came into existence long before the freedom was achieved. Hours were shortened and regulated. filthy and unsafe condition. formed an d maintained for a specific purpose of advancing and protecting the interest of its members in their working relationship. represents the employees in there relationship with the employer. Thus a worker joins a trade union and starts bargaining collectively for the improvement in his working conditions. harsh and unjust supervision and intolerant by low wages. Hence the employee’s attitude was that of considering the supply and demand position as in the case of commodity. The workers realized that they must help themselves. The union aims to bargain collectively. 21 . he gain his status in his own eyes and those of his fellow-workers. They formed unions. The trade union movement has a long history in India. There are a lot of misconceptions about the trade union and they are mainly because of the psychological mindset of the employers. the worker was looked upon a commodity which not be easily secured but also be replaced when he was no longer useful. wages were increased. Before that. because of his union to be treated more and more like human being and like either commodity. Unions representing the employees are here to stay and it is necessary for the employer to establish good and amicable relations with the unions. The inhumane treatment the workers were receiving. Slowly but surely the worker began. leave and holidays were granted. An employer should endeavour for amicable relationship with the union. long term association of employees. he dictated the terms and condition of service. 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. machine or tool. The employer being in a dominant position.
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 management should not look upon an employee who has joined a union as ‘disloyal’. for an individual would not matter as much as a group in terms of the running of the enterprise. Consequently. The term ‘loyal worker’ and / or ‘disloyal worker’ are objectionable terms and be avoided. other to the union. Whenever person’s means of livelihood are in the hands of another. there should be no need for their fellow collaborations to organize. A trade union is a natural and necessary vehicle for workers to secure protection. A good ‘Unionist’ can still be a 22 .Mahatma Gandhi has formed a union of textile workers of Ahmedabad and his union enjoyed tremendous respect of the proprietors as well as workers. Some employers are surprised at the need for ‘protection’ but the fact simply is that no employer. can realize the implications or anticipate the consequences of all his decision for employees and their families. so are the effects of its withdrawal. however knowledgeable and well-intentioned. unity of workers is always a source of great insight into organization and the circumstances of the employees. if it’s policies are straight-forward. 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. Since a group’s contribution is much larger than that of a individual. 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 union is the natural protective agency against arbitrary. workers saw the advantage of organizing themselves into groups to improve their terms and conditions of employment. Also. The enlightened employers also found it advantageous to deal with a group. Ordinarily. a division who direct and those who are directed. the employer would have better leverage. or a representative of a group rather than go through the process of dealing with each individual over a length of time. dignity and moral status at work. clear and fair communications open and a sprit of collaboration cultivated. And employee has two loyalties: one to the organization. an individual may not be able to organize and defend his interests as well as a group can. The workers also realize that if they bargain as individually. whenever there is a labour of division. unjust or mistaken decisions. Therefore. if the leadership of an organization is at all enlightened. it may be helpful for an employer to remember that when the employees form the union. the union is neutral.
Also some managements attempt to set up rival employee unions. There is no central legislation obliging the employer to recognize a union. Also such an interference amounts to an unfair labour practice under section 2(r) read with fifth schedule of the Industrial Disputes Act. and failure to treat employees as the adults they are. The formation and choice of a union is no business of the employer. Gujrat Madhya Pradesh and Rajasthan there are no uniform legislation either for recognition or representative unions. This not only unjust but invariably aggravates the reciprocal relations.‘good employee’. Consequently. There is a distinction between registration of a union and its recognition. or even leads the drive to form a union. So far as public sector undertakings are concerned. 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. Such steps will also be counterproductive. not to the employer’s good intentions but to his behaviour as they perceive it. Employees see behaviour not intentions. Very often this position indicates an underestimation of the employees. 23 . tht is their choice and responsibility. Recognition. They react. Also the multiplicity of unions creates hurdles in determination of representative character. There is a marked distinction behaviour and intentions. The employer has no justification to interfere. 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. the Registrar of Trade Unions give it a registration number under the Act. 1926. 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 employer should not feel it as a personal affront or disappointment if a ‘good’ employee joins the union. a false paternalism. An outsider will not be able to get a following unless there is a real grievance somewhere. 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 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. If the union provides the information required by the Trade Union Act. Even in Maharastra. Even when employees desire an outsider union to represent them.
Only the facts that should be the basis for any settlement. there should be no reason why financial sheets and balance record of the organisation cannot be openly shared. What are the facts? What solution benefit the institution. negotiate but keep communication going. bargaining. Humour keeps things in perspective. employees and the community it wishes to serve? In most situation incidentally. There is very little in such situations that can be solved by appeals to ‘principles’. work out alternatives. The most important quality of a personnel is his capacity for dealing with problems with initiative. 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.When the union resort to agitational activities such as demonstration. It is far more helpful to look at facts open-mindedly than to speak of ‘management rights’ or ‘union rights’. Under such situation. Keep also a sense of humour. the action called for will only be known in the light if the particular circumstances. He should have strength of character and integrity and sense of justice and fair play. stress communalities. Efforts should made to resolve the disputes/ grievances by settlement. Most of the labour disputes ultimately result into settlement and then why not start the process in the beginning itself. Keeps talk going. Should a Personnel executive find himself in such a situation where the workers are organizing. energy and imagination as to be able to devise a workable solution. An amicable settlement and not confrontation should be the main aim of the organization. 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. The more facts that enter the discussion. Such an approach can be helpful in defusing explosive situations and establishing a problem-solving atmosphere. He should have capacity of leadership ability to convince. Efforts should always be for a solution from which both parties gain. persuade and encourage to meet opposition calmly without showing any temper or emotional instability. the employer should appreciate the utility of dialogue. non co-operation etc. it may be helpful to remember the following: 24 . listen dialogue.. negotiating. work to rule. the more feasible become the suggested solutions.
the action called for will only be known in the light of the particular circumstances. Avoiding any alarm or panic. and the like.productive. While competition is never good as collaboration. This is not only unjust but invariably aggravates the situation. to see what the message is.When workers organize. 25 . and failure to treat workers as the adults they are. workout alternatives. it is sometimes the best available. Even when organizing activities are going on. there should be no abdication on management’s part. Very often this position indicates an underestimation of the workers. but keep communication going. Thus keep talks going. Improved management is usually enough in itself to lessen employee enthusiasm for formal organization. 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. Nor is it wise to thin too quickly that the workers are being misled. Very few workers want strikes. try coolly to diagnose the symptoms. Very few can afford strikes. An outsider will not be able to get a following unless there is a real grievance somewhere. strike. and management should seek that work goes on as usual. that is there choice and responsibility and the Personnel Executive has no ground to interfere. If situation leads to ‘go slow ‘. ‘work to rule’. a false paternalism. Some managements have attempted to set up rival employees unions. The formation and choice of a union is no business of the Personnel Executive. Management should use worker complaints to improve the quality of its administration. If union is truly representative of the workers and they wish an outsider to represent them. threaten or try to influence either the workers’ decision to form a union or any worker’s decision to join or not to join. more particularly in these days when the Supreme Court has held that no wages will be payable even when strike is legal and justified. Even here. Do not in anyway interfere. negotiating and bargaining. is always a source of great insight into circumstances of the workers. Organizing efforts should not interfere with work. the Personnel Executive should appreciate the utility of the dialogue. however. dialogue. Workers don’t organize unless there is a real ‘pinch’ somewhere. negotiate. listen. If the Personnel Executive will respond: ‘I do not mind employees organizing but I do object to outsider leading them’. Not only is such interference an unfair management practice but it is usually counter.
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’.HMT employee union is associated with HIND Mazdoor sangh. So called ‘victories’ won over the other are always short-lived. stress mutual benefits. the effort should always be for a solution from which both parties gain. Workers are never fooled for long. Today there are 40-50 workers in this union. those of management and performance related.It is the facts that should be the basis for any settlement. Workers have there demands of their own. Exchange of one for the other often leads to mutual benefit solutions. 26 . There is very little in such situation that can be solved by appeals to principles. The more facts that enter the discussion. Throughout any management-union discussion. This was its first union. neither are managements. Look for win-win rather than win-lose solutions. It starts from 1970. What are the facts? What solution benefits the establishment. 5) a) Today Trade Union in HMTHMT employee union . employees and the community it wishes to serve. the union demands are usually economic.
Minimum 9 members required In HMT Total workers317 (137 are under training right now) 27 . Ninama HMT Shramik Sangh .S. 80-85 6) a) b) c) 7) Function of Trade Union To listen workers. Mechanism to organize Trade Union By union act.It works with INTOC and it was started since 1971 President of this union isVice President of this union isWorkers in this union areSohan Singh Rawat Jai Narayan 70-75 c) MTA Seva Sangh President of this union isVice President of this union isWorkers in this union areMohan Lal Sharma Abdul Vahid Ansari 70-75 d) Worker union President of this unionVice President of this union isWorkers in this union areKailash Chand Sekhawat Shiv Charan Sharma.President of this union isVice President of this union isb) Sakal Lal Katar R. Deliver management’s decision to union. To solve their problems. 4-5 e) HMT Mazdoor Sangh President of this unionVice President of this union isWorkers in this union areDevi Singh Rawat Durga Ram Choudhary.
Official Workers.106 Total – 423 Workers 8) Structure of Trade Union 28 .
F.9) Parts of Trade Union- 10) Working manner of Trade union . Trust Union leaderOfficial leaderd) e) Well fare Committee Games Committee 29 1 1 1 1 2 1 .By uniona) Unit Board Union leaderOfficial leaderb) Medical Board Union leaderOfficial leaderc) P.
Before funeral 3300 Rs. mostly people come in this shift. In 1975.Regular 10 Rs. 13) Work shift of HMT 6 AM – 2PM 2 PM – 10 PM 10 PM – 6 AM A shiftB shiftC shift35-40 employee 30-35 employee Assemble duty General Shift run from 8:30 – 4:30. 14) Organization of S. S.C. 15) a) b) c) Reason for backwardness of HMT New employees do not come. Earlier lunch was given but now Rs. Breakfast. Are deducted from everyone salary. during flood breads were distributed in Nagra and Bihariganj. were delivered to Gujrat. 5 are given as lunch allowance. Examplei) HMT Buyrin. are given.T association is done in HMT and organizing Assemble also. Works which are done by HMTDeath relief fund . If anyone died than 25000-30000 Rs are given to his family. Help was done in December 1993. No planning Standard of HMT is disturbed by management. shoes etc. than cloths. When Godhra kand happens in Gujrat.f) 11) a) b) c) d) 12) a) b) c) d) e) Natural Calamity Committee Facility which are given in HMT Dresses. 250 ml of milk is given to those workers which work hard.Closed in Hyderabad 30 . shoes etc.
Purchase Fund Shri AS Bhati. Foundary 10. Death Relief Assurance House Allotment Committee Cooperative Hosing Committee P.F. Canteen services Welfare committee.D) Committee. HMT Officers’ Association. 1. Council of sports & Cultural affairs 4. 9.ii) iii) iv) HMT watch HMT Build factory Machine tool Name of Nominated Persons No. Planning Shri HS Vilku. Spl. Acc. Ajmer. Assembly 2ndAugust. Elect. 1986 The President and General Secretary of HIT Officers’ Assn. 5. The following members of your association are here by nominated to the committee as mentioned below to represent HMT Officers’ Association. 2.Design Shri IM Suri.T. Thanking you. Inspection : : : : : : : : : Shri P. 6. Tool Engg Shri RP Sharma. 31 . HMT/Per/IR/86/ The General Secretary. Inspection Shri AK Assdani. 8. shall also be special invitiees in addition to president and General Secretary of HMT Sharmik Sangh (Recognised Union). Saini Shri RW Jethwni.P. Tool Plg Shri HC Bansal. Safety Committee : Shri Dalbir Sing. Ajmer.Heavy parts Shri DP Chadha. 3. AJMER Dear Sir. Sub:cont Shri DK Verma. Assay Shri AL Verma. Planning Shri SK Arora. PPC Shri SK Parashar. Insepection Shri NK Mehta. Trust Committee Small Saving (C. Shri SP Dhiman. 7. House keeping committee : 11. Township Welfare Committee : Shri Sunder Lakwani.
(Maj. Gill . J.S. Retd) Personal Manager 32 .
Township Welfare committee. House keeping Committee. Rehabilitation Committee.T. Committee. Safety Committee. Welfare Committee. 33 . Accident Committee.S. E. Trust Committee.(Name of different committees) Cooperative Housing Committee. C.I.D. Small saving (CTD) Committee.
Presc ribed form with the following details:. whichever is less. by subscribing their names to the rules of the trade union and its compliance. 1926 Object of the Act:. address and occupation of its office bearers. ages. whichever is less. 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 34 . Sec. It has on the date of making application not less than 7 people as its members who are work-men engaged or employed in the establishment or industry with which it are connected.Not less than 10% or 100 of the workmen . Sec. There should be at least 10% or 100 of the work-men. Sec.5 Minimum requirement for membership of trade union:.To proide for the registration of Trade Union and in certain respects to define law related to registered Trade unions. 4 Application for 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. Occupation and address of the members place of the work.Trade Union Act. Registration of Trade Union:-Any 7 or more members of a trade union may.9A Cancellation of registration:. subject to a minimum of 7 . engaged or employed in an establishments etc. Address of its head office and Names. engaged or employed in the establishment or industry with which it is connected. Sec.Names. If it ceases to have the requisite number of members.
35 . form. Rs 5 sending returns for each week. on or before such date as may be prescribed. a general statement. For making false entry in Fine upto Rs 500. 17 Disqualification of office bearers of Trade union :-If one has not attained the age of 18 years. U/s 32 Supplying false information Fine upto Rs 200regarding Trade Union. Not applicable when 5 years have elapsed. conviction for an offence involving moral turpitude. Sec. statement required for additional fault. Sec. 28 Penalties U/s 31 Offence For making false entry in Punishment Fine upto Rs 500. Sec. 21-A Returns:-Annually to the Registrar. of all receipts and expenditure of every registered Trade Union during the year ending on the 31st December. On any omission in general continuing default.any agreement made between the members for the purpose of furthering any such object of the Trade Union. audited in the prescribed manner.
one nationally recognized. Hon’ble Union Minister of State Govt. who will whole heartedly contribute for the development of this city in every sphere in next five years. Due to ineffective political leadership of last 2-3 decades neither a single new industry came into existence nor was the existing industry expanded.5. Ajmer and their family members CONGRATULATE you on your grand success in recent elections.2009 . young and dynamic leader is their representative in Parliament.HMT Machine Tools Ajmer Employees. Sachin Pilot. On the contrary the present organizations are deliberately pushed towards sickness with the result these are bound to have a natural death. We the representative of entire former and present employees of HMT Machine Tools Ltd. no other industry is situated in Ajmer.30. 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 36 Dt. Ajmer city is industrially backward and except railway workshop and HMT. and its subsidiaries spread all over India including HMT Machine Tools Ltd. Sir. of India New Delhi Respected Sir. HNT Ltd was incorporated in 1953 by the Govt. Worker Union and ST/SC Association Ref: HMTOA/ MP/ 03/2009-10 SH. 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. It is a matter of pride for Ajmer citizens that after so many decades. Ajmer and consequent deterioration of activities in this world renowned company of great repute. Officers’ Association.
Metal forming Presses Die Casting and Plastic Machinery. related to HMT and its employees for your kind reference. it has diversified into manufacturing of Watches. Automobiles . operators and managers. Railways Power Plants.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). Education and Nuclear for more than 5 decades through its quality product and services. of India VRS scheme got the package with financial security net 150% for balance service. At present more than 12. There is a big vacuum at every level of employees. to day HMT employees are passing through great difficulties and want to submit before you a few important issues in brief. 37 .years under the able guidance and dynamic leadership of Smt. trained and experienced professionals & on the contrary hardly and new incumbent has joined HMT in last 10 years. In spite of the above strength. CNC Systems and Bearings. also manages the tractors business directly. the employees had to withdraw all their savings including the provident fund etc & thus become finally bankrupt. 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. perusal and to be raised in Parliament. Those parted from HMT through Govt. To fulfill the domestic obligation like education and marriage of children. The company has lost a significant number of highly skilled work force. HMT Limited comprises of six subsidiaries under the ambit of a Holding company HMT Ltd. Brand HMT is one of the most trusted wholly owned Indian Brands. 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. where as existing employee remained unfortunate as the has not been implemented for them till date. Aero Space. Today HMT is having 22 all over India and is an Engineering company of great repute with huge brand equity. Tractors. Indira Gandhi ji and energetic leader ship of Rajiv Gandhi ji. Printing Machinery. Today a newly recruited clark of Central/State Govt.
Sir. After implementation of 6th pay commission for Central/ State Govt. Hon’ble union minister for labour. Based on recommendation of the 2nd Pay revision committee for PSU’s from 01. Sudhkar Reddy also stressed on pay revision. Sh Rahul Gandhi Ji. professionals and very experienced workmen will be superannuated. (during last session of Parliament on 25. 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. not even a single issue is addressed till date. as the HMT will have to first implement the earlier Wage/Pay revision of 1997 which is still due. The Parliamentary Standing Committee on labour. employees/ other Govt. age of superannuation as 60 years and merging of HMT with other PSU’S and Defense organizations. The committee chairman Sh. payment of arrears.02. organizations and 2nd pay revision of PSU’s HMT employees and perhaps be most poorly paid employee in organized sector of the country. 38 . The retiring age is 58 in HMT. 35 year experienced engineers and skilled workers are getting salary less than the minimum wage earner of Central/ State Govt. In next 5 years around 5000 employees comprising engineers. Central and State Govt. 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. in past we have approached to Hon’ble union minister for HI & PE. On above issues. 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. whereas all other PSU’s. but same is not being implemented in HMT. Smt Sonia Gandhi Ji. employees is having retiring age of 60 years.2007. well qualified. various Parliamentarians on different forums. However even after getting positive response and assurance.2009) strongly recommended the revival of HMT.01. The senior most.
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. once again assure you of whole hearted support / co.K. 9928024507. We hope you will help in redressing these issues in your capacity in Union Minister & strong Parliamentarian. you will kindly appreciate the level of agony and frustration of HMT employees are carrying for last two decades.It may be out of context to submit. but in case Govt. of India does not wish to accede to our just grievances. Goyal (Coordinator) HMT Machine Tools Ltd. Secretary HMT Officer’s Association ST/SC Association HMT Sharmik Sangh Machine Tools Mazdoor Sangh MTA Sharmik Seva Sangh HMT Employees Union HMT Workers Union Correspondence Address: A. FAX: 0145-2602095 39 . Sir. After going through above submission. We Remain Yours Sincerely For President Gen.-operation of HMT employees to bring HMT to its past glory under the dynamic leadership of UPA government and our prime minister. Beawar road Ajmer 305003 Mob.
descriptive and analytical in nature. The study of product of HMT Machine Tools Ltd. To suggest means and ways of retaining and further improving the strong requirement and strengthening the weaker ones. To probe into the data’s pertaining to various exciting segments of the Company. The data and information required has been made available from the various records of sales department. 4. Upon the method chosen. To know the satisfaction level of the employees towards labor welfare measures To study the measures of labor welfare and status of Industrial Relations in HMT Ltd. 40 . adopted in HMT Ltd. Title of the Study • Trade Union Analysis in HMT Duration of the Project • 45 Days Objective of Study 1. Ajmer. 3. Ajmer is historical. The success of any project depends. Ajmer..Research Methodology Research Methodology refers to search of knowledge . An appropriate methodology in an essence of any research work.one can also define research methodology as a scientific and systematic search for required information on specific topic. 2. 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.
Primary sources of data: In the primary sources of data used Observation Method & Questionnaire method. 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 41 .In the end. Type of Research • ANALYTICAL RESEARCH:It has to used facts or information already available and analyze these to make a critical evaluation of material. income and educational background was used for the classification purpose . It help in marketing more accurate generalization From the data available .books.The data which was collected from a sample of population was assumed to be representing entire population was interested . 2. Secondary sources of data :In the secondary sources of data is used. (Internet . would be helpful in increasing the manpower planning & recruitment. 1. Methods of Data Collection In the project work Primary data secondary data (both) sources of data has been used . journals) 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 .Demographic factor like age. magazine . which I hope. Sample Size and method of selecting sample Sample size: Considering the constraints it was decided to conduct the study based on sample size of 50 people in specific age groups. I have presented my finding and recommendation.
The project has been working upon the existing framework. Then one has to present a report. 2. I underwent practical training at HMT Machine Tools Ltd. I have referred the recruitment figures of the last 3 years. 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. Limitation of Study The project has been subject to the following limitations: 1.” For convenient and better functioning. which is to be in two parts.. 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. Ajmer has divided its marker into twelve segments on the basis of the product manufactured by the buyers. The topic of the projects undertaken by me is “Analysis of the Sale of Product and it Spares. On this basis I have studied and analyzed the performances of each product. In this project. The sole limitations of the project is that the primary data relating to the recruitment could not be collected. Practical training is an essential part of Management studies as it helps one to visualize the management practices in the field. Ajmer. the theoretical aspects of which we have the learnt in the classroom..of interest. 3. The Company has already decided upon the target segment thus limiting the area of study.. HMT Machine Tools Ltd. Its help the organization to increase the profitability reducing the operational cost and achieving the organization objectives. This report is an attempt to presents some aspects of the practical training taken by me. 42 . Due to wide segment of HMT. For HMT Machine Tools Ltd. 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. the first part devoted to giving a profile of the organization and the second part containing the project on which one has worked during the training period.
43 . HMT being a public sector enterprise has an obligation towards other government enterprises so some of the recommendations to increase profitability cannot be implemented.4.
44 . management have been withdrawn due to loss making HMT. 86% employees are satisfied with their jobs at HMT. 56% employees are of the opinion that HMT has good transport facility.It is also seen that the issues are settled in various peaceful and harmony atmosphere. various committee are firmed were in union as well as management representatives are made the member of committee for different issues . 10% employees are of the opinion that some facilities started earlier by 42% employees are of the opinion that organization provides freedom to use their 57% of the union members are of the viewpoint that every new change at HMT is 44% employees feel that supervisors provide motivating feedback for their work 89% employees feel that recognition is given to them for their work done. being communicated to them. Various at unit level. 59% employees have good relation with their supervisors. skills for the growth of the organization.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. done.
4% 10% Strongly agree Agree Strongly disagree Disagree 44% 42% Company communicates every new change to employees that occurs Strongly agree Agree 10% 33% Strongly disagree 57% 45 .Analysis and Interpretation Organization gives freedom to employees use their skills in your area of job.
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% 44% N e u tr a l 25% Does management provides any recognition for good work 9% 2% Strongly agree Agree Disagree 89% Employees relation with their immediate superiors 46 .
8% G ood S atis fac tory Uns atis fac tory 33% 59% Are employees at HMT satisfied with their Jobs 8% 6% Strongly agree Agree D is agree 86% 47 .
How employees perceive medical reimbursement scheme of the Company 8 % 1% 4 3% 2 E lle t xce n Go od S tisfa ry a cto U sa n tisfa ry cto 4% 6 How is the Transport Facility of the Company 18% 6% 20% Exec el l ent Good Sat i s f ac t or y Uns at i s f ac t oy 56% 48 .
How are the wage policies adopted by the Company Good Satisfactory Unsatisfactory 10% 18% 72% How are the welfare activities provided by the Company 4% E xc e lle nt 22% 34% Good A ve ra g e P oor 40% 49 .
You are you provided with all the necessary and required safety/protective equipment 44% F requently S om etim es 56% 50 .
Due to non revision of wage. multi trade organization and its pioneer in machine tools in It has very sound base for training for the newcomers and in –depth technical knowEmerging capabilities in the CNC segment. • Centre for precision manufacture parts. Due to lack of Working Capital.e. Employee turnover is high. Provides good canteen facility at all working hours. production is hampering. • Centre for detailed designs based on international concepts. top to down and down to up. WEAKNESS • • • • • Facing financial crises. There is proper channel of Communication i. India having large India wide marketing and after sales service network. Company is unable to continue some basic facilities which were earlier started. government has supported financial to the company for restructuring their business plans reducing manpower and improve productivity by automation of machine. 51 . Proper organization structure for smooth working of the employees. how to available with the company. ISO-9001 certified.SWOT Analysis STRENGTH • • • • • • • • • • It is multi dimensional. OPPURTUNITIES • In year 2000. There is proper delegation of Authority and Responsibility. HMT takes care of the employee welfare. • Access to international technology. Government is not making any revival policy for this loss making PSU. Quality orientation.
as well as the current role of trade unions. The symposium recalls this historical. notably: low pay.THEREATS • Every private organization is allowed to purchase second hand machinery under open general license from any country. long working hours. 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 . 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. Trade unionism is a means for workers to liberate themselves from poverty and social exclusion. • Cheaper imports cutting into share of Indian machine tools. to continue the fight againstpoverty and to promote social justice in the global economy. child labour and generally appalling working conditions. 52 . And so trade unionism has always been about eradicating poverty.
the trade unions avail the services of the honorary workers due to lack of funds. You are not offered any thing in return. II. Please note that the outside leadership should not be encouraged in the organisations because of the following reasons: 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. 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. Suppose that you are asked to do something in the office. there should be only one union in one industry. which requires a lot of responsibility. 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. III. Therefore. 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. Development of Leadership from Within: It is of crucial importance that trade unions are managed by the workers. One Union in One Industry: Multiplicity of unions in the same plant leads to interunion rivalry that ultimately cuts at the root of the trade union movement. Paid Union Officials: Generally. We have already discussed the problems related to the outside leadership in the organisations. It weakens the power for collective bargaining and reduces the effectiveness of workers in securing their legitimate rights. Leadership should be developed from within the rank and file of the workers. 53 . and not by outsiders.Recommendations and Suggestions A few suggestions for the development of such unions are: I.
18. Company communicates every new change to employees that occurs Feedback given to employees by their supervisors about the work done Does management provides any recognition for good work Employees relation with their immediate superiors Are employees at HMT satisfied with their Jobs How employees perceive medical reimbursement scheme of the Company How is the Transport Facility of the Company How are the wage policies adopted by the Company How are the welfare activities provided by the Company You are you provided with all the necessary and required safety/protective What is Trade Union? How many Union in HMT? How can worker choose the Union Leader? What is the role of Union Leader? What is the work of Trade Union? How many member works in Trade Union? Which facilities provide by the company to the Trade Union? How can affect new technology to Trade Union? What is the role of labour in Trade Union? How can change Union according time? equipment 54 . 5. 10. 15. 8. 21. Company in the long run. 12. 7. Enforcement of Discipline. 14. Organization gives freedom to employees use their skills in your area of job. 17. 11. 3. 2. 20. 6. ANNEXURE Questionnaire 1. 4. 9. HMT should try to create a sense of belongingness among its employees by HMT should follow the policies laid with full devotion which will be helpful for the introduction of new schemes and facilities. 19. 13. 16.
II.COM Previous Summer Training Reports. III. v.Bibliography BOOKS : I. II.N. III. 55 . iii.PANDY Basis of Management Tata McGraw.HMTINDIA. i. IV. Author Title Number of pages referred from “25 to 31” WWW.COM WWW. V.Hill Place of Publication Date of Publication I.HMTI. Author Title Publisher V S P RAO Human Resource Management New Dehli 2005 2nd edition Excel books. iv. ii. New Dehli Place of publication Date of Publication Author Title Publisher K Aswathappa Human Resource Management New Dehli 1999 S.
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