Rajiv Gandhi Institute of Petroleum Technology

CASE STUDY: Management And Employee Communication at

BHEL

GROUP:2 Brikesh Bharti (07)

Devesh Kumar (08) Under the Guidance:
Divesh Bhamre (09) Dr. Anirban Mukherji
Manisha Sonkar (12) Associate Professor, RGIPT
Summary:
 BHEL*: Bharat Heavy Electricals Limited , Indian Public Sector Engineering and Manufacturing
Company.
 Bhopal Unit: Set up with British aid had started out with excellent systems, only to find itself in
bureaucratic culture.
 Organized workshop of line managers to analyze the problems of the plant.
 Labor Productivity decreases: Incentive Scheme and communication gap
 Mecom’s were started on regular basis, Aug 1978
 MECOM’S: Platform for mutual sharing and for better understanding
 Employees actively come forward with their new suggestion for capacity utilization, production
planning etc.
 OD department formed in 1981, held to reinforce team building, to put across the concept of task forces.

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CONCEPT OF MECOM
 MECOM: Management Employees Communication Meetings, Aug 1978
 Meetings would be held in rotation of every month with workers, supervisors and
executives.
 Basically, questions like promotion policy, incentive scheme, delegation of powers,
etc. were discussed in this meeting.
 Informal session between the management and employees
 Employees actively come forward with suggestion of capacity planning, production
planning, human relations etc. to reach the optimal solution.

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OBJECTIVE OF MECOMS

 A platform of mutual sharing and developing better understanding

between management and employees.
 Work as a platform from where the employee can raise their issues.
 Serve as a platform from where the management can share the view
regarding quality, productivity, growth plans, welfare, performance
review etc.
 MECOMs also help in implementing decisions.

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EVOLUTION OF MECOMs

• MECOM started in August 1978.

• In the starting the number of participants is 125 and the environment
was tensed.
• Today 700 participants are there and an open environment is available.
• Tea session is available in which informal interaction is occur.
• Problems of individual grievances and bargainable issues are replaced
by problems of work groups and of the entire organization

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Contributed to the success of MECOMS

MECOM serve as a platform for mutual sharing between management and employees so
both can share their views easily.
Employees oriented issues are raised like bane of overtime, ineffectiveness of incentive
schemes were raised.
MECOM helped in smoother implementations of decision.
MECOM emerged as a bridgehead of mutual understanding and appreciation, trust and
confidence through very candid, open talk.
The tea session also play a vital role in this because the person who cannot speak on mike
can share his/her view during that time.
Employees started to come forward to express their suggestions for capacity utilization,
production planning, after sales service, human relations etc.

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What more can be done to make such mechanism effective?

Make transparency in making decision.

Vertical communication can be made without any hassle.
Informal meeting can be done time to time.
Feedback may be obtain at a regular time.

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 THANK YOU

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