YAMAHA MOTOR INDIA Pvt. Ltd.UNDER THE GUIDANCE SUBMITTED BY:MRS. LATIKA SAHIL SONI ENROLLMENTNO.: 10812401709 B.B.A 2009-12
LogoThe original logo was submitted to the Government of India byEscorts Ltd. due to it’s graphical resemblance of Ashoka Chakra.Next logo was the result of conceptualized planning and graphicdesigning 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 formedwhich came up with a new logo representing both the companies.Again in the year 2000, equity of the company has changedresulting Yamaha74% and Escorts26%, thus changing the logoand the company’s name to YMEL.Now, the company being 100% subsidiary holder is known as theYamaha Motor India (Pvt.) Limited. The logo of YMC has beenadopted by YMI.
OverviewEver since its founding as a motorcycle manufacturer on1st July, 1955, Yamaha Motor Company has worked tobuild its products which stand among the very best in theworld through its constant pursuit of quality; and at thesame time, through these products, it has sought tocontribute to the quality of life of people all over theworld. Following on the success of our Motorcycles,Yamaha being manufacturing Powerboats and out boardsmotors in 1960. Since then, engine and FRP technologywere used as a base to actively diversify and globalizethe area of business. Today our fields of influence extendfrom the land to the sea and even into the skies as ourbusiness divisions have grown Motorcycles operations toinclude Marine operations, Power Product operations,Automotive operations, Intelligent Machinery operations,Aeronautic operations and PAS operations.Founded : July1, 1955Capital : 23.2 billion yen (as of March 31, 2001)Employees : 10,443 (as of March 31, 2001)Head office : 2500 Shingai,Iwata,Shizoka,Japan C hairman of the Board of Directors : Mr. T Hasegawa President and Representative Director : Mr. T Hasegawa Vice President and Representative Director : Mr. R Yamashita
Pursuing The Ultimate In Personal VehiclesEver since the founding YMC has been a company thatcontinues to develop it’s expertise in the fields of smallengines and FRP (fiber glass reinforced plastics)manufacturing, as well as electronic controltechnologies. Yamaha pursue the ideals of buildingproducts of “High Quality” and “High Performance”. Environment Friendly And People FriendlyIn product building and promotional efforts YAMAHAtakes as one of the fundamental ideals the concept thatproducts which are people-friendly should also beenvironment-friendly, and products that areenvironment-friendly should also be people-friendly. Thisconcept is born of our awareness that “It is the Earthand irreplaceable natural environment that makeshuman life possible.” YMC supply the “power” thatmoves people and helps them live to their fullest ashuman beings. Yamaha vehicles have the practicaladvantage of using the minimum of energy for humantransport that means less negative impact on theenvironment.
Technological InnovationAt the heart of the efforts of environmental preservationare the environmental management systems designedand implemented under the ISO 14001 InternationalStandard. Under the slogan “Absolute Quality Control”Yamaha was the early adapter of comprehensive qualitycontrol systems and quick to put in place a TPM (TotalProductive Management) program. Energetic Pursuit Of SportsYamaha Motor offers full lineups of products designedwith know how and technologies born of rich experiencein the race arena and built with framed quality to answerall the desires of people to seek the ultimate joys ofmotor sports and pleasure riding. Producing Means To An Active LifeAt Yamaha business and leisure are treated asinsuperable parts of life that is reason of striving to helpbring people around the world a more active life.
The Origins of the Yamaha BrandThe YAMAHA brand has its roots in the name of our founder,Torakusu Yamaha. Familiar with western science and technologyfrom his youth, Yamaha initially found employment repairingmedical equipment. This led to a request to repair a organ, aproject that resulted in the birth of the Yamaha brand. Confidentof the potential of his business, Yamaha struggled against greatodds to establish Yamaha Organ Works. Entrepreneurial spirit,far-sightedness, and determination to overcome difficulties fueledhis passion to succeed. This same spirit formed the foundation ofthe Yamaha brand, and is a vital legacy of Yamaha Corporationtoday.
Corporate profile and facts about Yamaha Motor CorporationFounded July 1, 1955Capital 48,000 million yen (as of March 31, 2006)President Takashi KajikawaEmployees 39,381 (as of December 31, 2005)(Consolidated) Parent: 8,136 (as of December 31, 2005)Sales 1,375,249 million yen(Consolidated) (from January 1, 2005 to December 31, 2005) Parent: 755,941 million yen (from January 1, 2005 to December 31, 2005)Sales Profile Sales (%) by product category (consolidated) Sales (%) by region (consolidated)
Major Products & Manufacture and sales of motorcycles,Services scooters, electro-hybrid bicycles, boats, sail boats, Water Vehicles, pools, utility boats, fishing boats, outboard motors, diesel engines, 4-wheel ATVs, side-by-side vehicles, racing karts, golf cars, multi-purpose engines, generators, water pumps, snowmobiles, small-sized snow throwers, automotive engines, intelligent machinery, industrial-use remote control helicopters, electrical power units for wheelchairs, helmets. Biotechnological production, processing and sales of agricultural and marine products and microorganisms. Import and sales of various types of products, development of tourist businesses and management of leisure, recreational facilities and related services.Headquarters 2500 Shingai, Iwata-shi, Shizuoka-ken, JapanAffiliated Consolidated subsidiaries: 110Companies Non-consolidated subsidiaries: 15 (by the equity method) Affiliates: 30 (by the equity method) (as of March 31, 2006)
Philosophy “Creating kando with products and services that exceed your expectations”We at Yamaha Motor are committed to delivering the highest level ofcustomer satisfaction, using our ingenuity and enthusiasm to enrichthe lives of people around the world.What is Kando?Kando is a Japanese word that captures the intense excitement anddeep satisfaction people feel when they experience something oftruly exceptional value. At Yamaha Motor, we seek to make Kando a
distinctive benefit of everything we do by creating products andservices that consistently exceed your expectations.Still, as powerful as Kando can be, the experience is sometimesshort-lived. People may be touched only for a moment. Thats whywe believe it is our unique challenge to make sure that all ourproducts and services thrill, impress and move you not just the firsttime but every time you experience them.Yamaha Motor Has Made a Fourfold Commitment to SocietyAt Yamaha Motor, we believe that corporations must make a greatercontribution to society than simply generating income and payingtaxes. For continued growth, it is also essential to develop amutually beneficial relationship with the societies we do business in.Thats why we have committed ourselves to building sustainable corporate and societal value in four key ways,economically, environmentally, socially and ethically.Our Fourfold Commitment to the World We ServeEconomic: We design and supply products that profit from theiremotional appeal as well as their earth-friendly performance.Environmental: We work to safeguard and enhance theenvironment by reducing harmful emissions, by-products and waste.Social: We dedicate ourselves to working with localities and regionsto advance societies everywhere we do business.Ethical: We commit ourselves to full compliance with local andglobal laws and regulations in addition to advancing humanresources policies that enhance and enrich the lives of ouremployees.
Business Operations Yamana Motor divisions, key productsLand Motorcycles Commuter Sports bikes, trail Vehicles bikes, road racers, Scooters, motocrossers and business-use more bikes, electric scooters
Electro-Hybrid Recreational Vehicles Vehicles People- and All-terrain vehicles environment- and snowmobiles friendly power- assisted bikes---------------------------------------------------- --------------------Water Boats Water Vehicles Motorboats, Personal sailboats, utility watercraft and jet craft and special- boats order boats Marine Engines Outboard motors and engines (including diesel)---------------------------------------------------- -------------------- Power Golf carts, racing karts, snow throwers, generators Products---------------------------------------------------- -------------------- Parts Components for all our product lines, plus special-issue apparel and helmets---------------------------------------------------- --------------------
Industrial Automobile Pools Engines Products Leisure and Advanced therapeutic components for pools, water- auto slide systems, manufacturers etc. Aeronautics Intelligent Unmanned Machinery helicopters for Surface industrial use mounters and and research other miniaturized "robots"-------------------------------------------------- New Including wheelchairs and electric power Businesses units--------------------------------------------------------Our environmental commitments plus other activities & programs for communities aroundthe world Responsibility Our environmental commitments plus other activities & programs for communities around the worldCreating kando in everything we doAt Yamaha Motor Company, we seek to create kando witheverything we make and in everything we do. Although our productsare the most visible symbols of this commitment, we are also hardat work "exceeding your expectations" in a number of less publicarenas.
First and foremost, we take responsibility for creating workingenvironments around the world that foster excellence as well as ahigh degree of individual satisfaction.Everywhere we do business; we aim to develop products andproducts that are compatible with local customs and local resources.For example, in Sri Lanka, we have designed outboard motors thatrun mostly on kerosene, the most affordable fuel in that nation.Further, in an ever-increasing number of our product categories, weare researching and developing new technologies that reduce waste,save energy, conserve resources and even, as in the case of ourunique Truss Reefs, help replenish natures bounty.As part of our long-term, company-wide commitment to protectingand enhancing the environment with the ultimate aim of all-encompassing sustainability, we have put together a complex andcomprehensive program.Our program embraces a broad range of activities that aim todecrease pollutants, eliminate toxic substances and reduce waste.Highlights of our environmental responsibility program includecommitments to: • Reduce greenhouse gas emissions, in particular CO 2 exhaust, by more than 30% by the year 2010 • Eliminate toxic waste at all our production sites around the world • Incorporate recycling procedures into as many of our manufacturing and business processes as possible in addition to emphasizing recycling in product design
Sports Activities Our corporate commitment to healthy competitionAt Yamaha Motor, sports activities are a reflection of ourcommitment to creating kando. What better way could there be tostimulate "intense excitement" and "deep satisfaction" than tosupport activities that by their very nature embody emotions sopowerful, they transcend the boundaries of race, region andlanguage?In addition to our extensive participation in racing, the perfect forumfor spotlighting and testing our most advanced technologies,Yamaha Motor is also deeply involved with rugby and soccer, both asa team owner and an official sponsor of sports organizations like theAsian Football Confederation.
Yamaha Racing TeamYamaha Motor has brought together some of the worlds finestriders, support teams and sponsors to create the Yamaha RacingTeam. Participating in many of the most prestigious racing eventsaround the globe, the Yamaha Racing Team boasts a record ofoutstanding performance in event after event, year after year. TheYamaha Racing Team participates not only in world championshiproad races and motocross events but also innational championships in the United States, Japan and elsewhere,as well as in trials and in non-motorcycle genres like snowmobileand kart racing.Wherever and however we compete, the Yamaha Racing Team takesfull advantage of our most advanced technologies in addition to thehigh standards of racing management we have honed over theyears.-----------------------------------------------------------------------------------------------The Yamaha Motor Football Club: Jubilo Iwata
Founded in 1972 as the in-company soccer club, Jubilo Iwata firstcompeted in a regional soccer league as part of our corporate sportsprogram. In 1979, the Club gained promotion to the First Division ofthe Japan Soccer League, winning the League Championship in1988. The Club was again promoted in 1993, this time to the JLeague, Japans highest level of professional soccer competition, andproceeded to win season titles in 1997 and 1999. In 2002, the Clubbecame the first team ever to win both stages. Other notableachievements include two Emperors Cup wins (in 1983 and 2004).Widely recognized as one of Japans leading soccer teams, JubiloIwata today competes not only in Japan but also in other Asiannations and around the world. As part of the J League Century Plan,the Club also promotes sports enjoyment in its home communities.In every way, Jubilo Iwata has become a symbol of the YamahaMotor commitment to kando.The Yamaha Motor Rugby Team: Jubilo YamahaAlthough Jubilo Yamaha began life as our in-house rugby club in1984, the Team is today one of the most prominent public "faces" ofour sports promotion activities. After working its way up throughfirst the C and then the B Leagues of the Kansai corporate rugbyorganization, the Team broke into the A League in 1997. In 2002,the Team won its first title in the A league, finishing in the Best Eightin the national company rugby championships. In 2003, the Team
finished third in the Top League, the nations highest level of rugby,and also, in an impressive show of strength, came in fourth in theJapan Championships. Overseas, Jubilo Yamaha sent six top team-members to Australia for the 2004 World Cup.Off the field, Jubilo Yamaha players are active in communityrelations and regional exchange programs, coaching rugby schoolsfor both children and adults and participating in community activitiesand events such as the Grand Iwata Festival. History Our origins, our legacy Over Five Decades of Passion for ExcellenceYamaha Motor Company was founded as a motorcycle manufactureron July 1, 1955. From the very beginning, we have worked to buildproducts that stand out for their quality wherever they are sold. And
through these same products, we have committed ourselves tocontributing to a higher quality of life for people all over the world.Over the years, we have diversified into a number of areas ofbusiness. In 1960, we began manufacturing powerboats andoutboard motors.Subsequently, we have made our proprietary engine and fiberglass-reinforced plastic (FRP) technologies the basis of our strategy forexpansion and diversification. Today, Yamaha Motor products extendfrom land to sea and even into the skies, with manufacturing andbusiness operations that include everything from motorcycles, PASelectro-hybrid bikes, marine and power products to automotiveengines, "intelligent" machinery and even unmanned helicopters. Communication Plaza Our in-house exhibition forum
The Yamaha Communication Plaza gives members ofthe Yamaha family access to an extensive collection ofdisplays designed to communicate the Yamaha Motorvision, past, present and future. The Plaza is also aforum where we can meet to explore ways to build onthe achievements of our forebears and, in so doing,create new value for the future.
YAMAHA INFOTECHYM Infotech, a 100% subsidiary of Yamaha Motor India,specializes in providing a wide arena of IT services toits clients with High Quality, Low Cost and TimelyDelivery. Our expertise is not just in the technologyindustry but also understanding of business.processes.Our endeavor is to help our clients reduce the total costof IT operations significantly, while adding bestpractices to the business, by utilizing the vast skilled ITresources available in India with On-site/OffshoreGlobal Delivery Model
Corporate Info Yamaha Motor India (YMI)Yamaha Motor India (YMI) Ltd. is the fully-owned subsidiary ofYamaha Motor Co of Japan. YMI was initially known as YamahaMotor Escorts Ltd. But the parent company, Yamaha MotorCompany, purchased Escorts Ltds remaining 26 per centholding in their motorcycle joint venture Yamaha Motor EscortsLtd in June 2001. It was therefore renamed as Yamaha MotorIndia Ltd.YMI follows Yamaha Motors corporate mission of creatingKando - a unique Japanese word that means touching peopleshearts. Kando also describes the spirit of challenge" to createnew value surpassing customer expectations. YMI is committedto making products that benefit from the skills and technologyused by Yamaha world-wide.To fulfill customer satisfaction, and meet the needs of theIndian market, YMI plans to produce one or more models in thefirst year, four models in three years. To achieve these goals,YMI will pursue three major objectives within the company. Thefirst is customer satisfaction. The second is strengthening R&D.YMIs mission is to constantly produce what customers arelooking for, by analysing market trends and changes. The third
objective is to optimize the internal working.system.YMIs motto is Speed, Quality, Yamahas original design.Yamaha is aiming to make a significant contribution to Indiansociety and create products that the people of India will take totheir hearts.Holding the true spirit of commitment to customer satisfaction -Yamaha Motor India is enriching lives of people with the sameingenuity and enthusiasm as its parent company - YamahaMotor Corporation, Japan. Having operated in India astechnology provider for almost two decades, YMI wasincorporated in August 2001 as a 100% subsidiary of YMC,Japan. Since then we have been in the process of redefining ourbusiness processes and extending the awe and powerassociated with the legacy of the Yamaha Group.At YMI two State-of-art manufacturing plants in India i.eFaridabad and Surajpur a wide range of motorcycles that meetInternational technology standards are manufactured.Thesecater to domesric as well as international markets.
Corporate Mission - "Creating Kando - Touching YourHeart" we are striving to touch every Heart across thelength and breadth of IndiaKando is a Japanese word for expressing fellings of excitementand deep satisfactionMANAGEMENT PRINCIPLES:These are the means to attain our corporate mission and the cornerstone of ourphilosophySurpassing Customer ExpectationsWe are aware of our customers evolving needs and providethem with quality products and services of exceptional valuethat surpasses their expectations.Establishing a Corporate environment that fosters self-esteemWe believe in nurturing and empowering our employees to thefullest. Whilst cultivating our employees creativity and all roundabilities, we have also established an equitable system ofevaluation and rewards to encourage our people to strivetowards newer benchmarks.Fulfilling social responsibilitiesAs a good corporate citizen, we continually strive towardscreating a better social as well as natural environment.
Manufacturing ProcessYMls manufacturing facilities comprises of 2 state-of-the-artPlants at - Faridabad (Haryana) and Surajpur (UttarPradesh). Currently 10 models roll out of the two YamahaPlants.The infrastructure at both the plants supports production ofmotorcycles and its parts for the domestic as well as overseesmarket. At the core are the 5-S and TPM activities that fuel ouragile Manufacturing Processes. We have In-house facility forMachining, Welding processes as well as finishing processes ofElectroplating and Painting till the assembly line.The stringent Quality Assurance norms ensure that ourmotorcycles meet the reputed International standards ofexcellence in every sphere.As an Environmentally sensitive organization we have theconcept of "Environment-friendly technology" ingrained in ourCorporate Philosophy. The Company boasts of effluentTreatment plant, Rain water - Harvesting mechanism, amotivated forestation drive. The IS0-14001 certification is onthe anvil - early next year. All our endeavors give us reason tobelieve that sustainable development for Yamaha will notremain merely an idea in pipeline.We believe in taking care of not only Your Motoring Needs butalso the needs of Future Generations to come.
Indian joint venture motorcycle manufacturing companybecomes 100% YMC ownedCompany name changed to Yamaha Motor India PrivateLimited An agreement has recently been reached between Yamaha Motor Co., Ltd. (YMC) and its joint venture partner in India, Escorts Limited (Chairman and Managing Director: Mr. Rajan Nanda. Location: Faridabad, suburbs of New Delhi) under which YMC will acquire all of the 26% of the stock presently held by Escorts Limited in the two companies motorcycle manufacturing and marketing joint venture, Yamaha Motor Escorts Ltd.(YMEL). The aims of this move to make Yamaha Motor Escorts a 100% YMC subsidiary are to increase the overall speed of managerial and business decisions, to improve product development capabilities and production efficiency, while also strengthening the marketing organization. Plans call for the change in the companys name and other procedures to be completed by the end of June. Ever since the establishment of the first technical assistance agreement between the two companies in 1985, YMC and Escorts Limited have built a cooperative relationship dedicated to the manufacture and sales of Yamaha brand motorcycles in
an environment of growing motorcycle demand in the Indianmarket. In November of 1995, the two companies establishedthe joint venture company Escorts Yamaha Motor Limited,based on a 50-50 capital investment. In June of 2000, thatinvestment ratio was changed to 74% for YMC and 26% forEscorts Limited and YMC assumed managerial control of thecompany with the name being changed to YMEL andundertook numerous measures to build the companysmotorcycle manufacturing and marketing operations.In addition to YMC acquiring Escorts 26% of YMEL stock, thecompanys name will be changed to Yamaha Motor IndiaPrivate Limited (YMI) and concerted efforts will be made toheighten its competitiveness in the Indian market andpromote the spread of the Yamaha brand with target themesof developing products with greater appeal and a distributionnetwork that can respond more quickly to user needs.Furthermore, YMC will work to develop YMI as an exporter ofbusiness type motorcycles to neighboring countries and othermarkets such as Africa and Latin America, and also as aproduction base that can assume a variety of roles inYamahas global manufacturing network.Presently, Indias annual motorcycle demand has grown toexceed 3.8 million units, which makes it the second largestmarket in the world, with steady growth is anticipated for thefuture. Now that YMI has become a 100% YMC subsidiary, theintroduction of several new models is planned, and it is our
goal to increase annual production to 350,000 units in thefiscal year 2001 and to 550,000 units by the fiscal year 2003. Profile of Yamaha Motor India Private LimitedPARENT COMPANY : Yamaha Motor Co., Ltd., JapanMANAGING DIRECTOR : T. Ishikawa SanCAPITAL : Rs. 555 Cr. (130 million US$)CAPACITY : 3, 50,000 MotorcyclesMARKET SHARE : 6%MANUFACTURING UNITS : Faridabad Surajpur
MILESTONES1960: Indian partners, Escorts Group secured license undertechnical collaboration with CEKOP Poland.1979: Entered into technical collaboration with YMC of Japanfor manufacturing 350cc motorcycles.1983: Obtained letter of Intent FOR 100cc motorcycle inmarket all over India.Setup CNC cell in the organization1985: Started manufacturing of RX-100 motorcycle intechnical collaboration with YMC, Japan at Surajpur plant.1995: 50: 50 Joint venture company formed with EscortsGroup.1996: Added Faridabad plant under joint venture.2000: Share holding of YMC increased from 50% to 74%.2001: 100% subsidiary of YMC, Japan
PLANT OPERATION FARIDABADEstablished : 1964Area (sq ft) : 1,080,078Distance from : New Delhi: 35 Kms Surajpur: 45 Kms • Parts Mfg • Machining • Heat Treatment • Painting • Plating SURAJPUREstablished : 1985Area (sq ft) : 3,780,900Distance from : New Delhi: 35 Kms Faridabad: 45 KmsModels: FAZER ENTICER LIBERO CRUX RX100 GLADIATOR
PERFROMANCE ORIENTEDCULTURE Motivated Employee Force “Proud to be member of Yamaha family” ・ Transparent & Team-Based Organisation ・ Focused & Target Oriented (MBO Driven) working ・ Developing New Work-Culture (Yamaha Identity)
・Two - way Communication・Cohesive & Dynamic Organization・Ownership of the Job・Develop effective PMS Individual as well as Team Appraisal Accountability for Results・Continual Learning through Training & Education.・Disciplined EnvironmentINTRODUCTION TO HUMAN RESOURCE: The company department charged with finding, screening, recruiting and training job applicants, as well as administering employee-benefit programs. Investopedia Says: As companies reorganize to gain competitive edge, human resources plays a key role in helping companies deal with a fast-changing competitive environment and the greater demand for quality employees. Research conducted by The Conference Board has found six key people-related activities that human resources complete to add value to a company:
1. Effectively managing and utilizing people.2. Trying performance appraisal and compensation tocompetencies.3. Developing competencies that enhance individual andorganizational performance.4. Increasing the innovation, creativity and flexibility necessaryto enhance competitiveness.5. Applying new approaches to work process design, successionplanning, career development and inter-organizational mobility.6. Managing the implementation and integration of technologythrough improved staffing, training and communication withemployees.Human Resources has at least two meanings depending oncontext. Most common within corporations and businesses,human resources refers to the individuals within the firm, andto the portion of the firms organization that deals with thehiring, firing, training, and other personnel issues. This usage isderived from the original meaning of human resources asvariously defined in political economy and economics, where itwas traditionally called labor, one of three factors of productionHuman resources within firmsThough human resources have been part of business andorganizations since the first days of agriculture, the modernconcept of human resources began in reaction to the efficiencyfocus of Taylorism in the early 1900s. By 1920, psychologistsand employment experts in the United States started thehuman relations movement, which viewed workers in terms oftheir psychology and fit with companies, rather than asinterchangeable parts. This movement grew throughout themiddle of the 20th century, placing emphasis on howleadership, cohesion, and loyalty played important roles inorganizational success. Although this view was increasinglychallenged by more quantitatively rigorous and less "soft"management techniques in the 1960s and beyond, humanresources had gained a permanent role within the firm.
Human resources administrationoutsourcingIn recent years, the number of human resources outsourcingcompanies has increased dramatically. This indicates that manysmall-to-medium-sized businesses are discovering the benefitsthat come with enlisting professional help for a wide range ofadministrative tasks. Freeing up members of staff to spendtheir time doing what they excel at, as opposed to HR issues forwhich they may not be qualified, can make a tremendousdifference to any businesss efficiency. HR outsourcingcompanies are well-known for their ability to take care ofpayroll. However, their professional assistance need not endthere. Just some of the additional tasks they can take on andhelp organize include retirement plan administration, expensemanagement, employee benefits, labor management, taxcompliance, and screening and selection services. Indeed, somecompanies are now outsourcing their entire human resourcesoperation to top professional employer organizations.Human resource managementHuman Resource Management (HRM) is both an academictheory and a business practice. It is based on the notion thatemployees are firstly human, and secondly should NOT betreated as a basic business resource. HRM is also seen as anunderstanding of the human aspect of a company and itsstrategic importance. HRM is seen as moving on from a simple"personnel" approach (or was supposed to) because it ispreventative of potential problems, and secondly it should be amajor aspect of the company philosophy, in which all managersand employees are champions of HRM-based policies andphilosophy.It is staffing function of the organization. It includes theactivities of human resources planning, recruitment, selection,
orientation, training, performance appraisal, compensation, and safety. Human resource management is the effective use of human resources in order to enhance organisational performance.HR PROCESS: Human Resources Division: The Human Resources Division serves the employees of the entire Yamaha Motor Group. Its objective is to develop human resources, the source of the Company’s 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. H.R Process at Yamaha Motor India Recruitment: Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It also refers to defining the source from where suitable candidates can be selected. It is a positive process. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their
windows. Posts can also be advertised at a job centre if theyare targeting the unemployed.Suitability for a job is typically assessed by looking for skills,e.g. communication skills, typing skills, computer skills.Evidence for skills required for a job may be provided in theform of qualifications (educational or professional), experiencein a job requiring the relevant skills or the testimony ofreferences. Employment agencies may also give computerizedtests to assess an individuals off hand knowledge of softwarepackages or typing skills. At a more basic level written testsmay be given to assess numeracy and literacy. A candidatemay also be assessed on the basis of an interview. Sometimescandidates will be requested to provide a résumé (also knownas a CV) or to complete an application form to provide thisevidence.The follow-up process may be referred to as part of therecruitment process: inveigling the selected candidate orcandidates to take up the target job or function. This appliesparticularly in filling positions in the military or in expanding thehuman resource base of a cult.Head-hunting is a frequently used name when referring torecruiters, but there are significant differences. In general, acompany would employ a head-hunter when the normalrecruitment efforts have failed to provide a viable candidate forthe job. Head-hunters are generally more aggressive than in-house recruiters and will use direct cold calling techniques,advanced sales techniques, personal visits to the candidatesoffice and will purchase expensives lists of names and job titles.In general, recruiters will do their best to attract candidates forspecific jobs while head-hunters will actively seek them out.Many companies go to great efforts to make it difficult for head-hunters to locate their employees. The process of recruitmentcomprises of five interrelated stages, i.e: • Planning • Strategy Development • Searching
• Screening • Evaluation and Control. The ideal recruitment programme is one that attracts a relatively large number of qualified applicants who will survive the screening process and accept positions with the organization when offered.Recruitment process outsourcing:Recruitment Process Outsourcing (RPO) is a form ofbusiness process outsourcing (BPO) when an employeroutsources or transfers all or part of the staffing process to anexternal service provider.A true or total RPO solution involves the outsourcing of theentire recruiting function or process to an external serviceprovider. This provider serves to provide the necessary skills,tools, technologies, and activities to serve as their clientsvirtual "recruiting department". This definition differs fromoccasional recruiting support often provided by manytemporary, contingency, and executive search firms. Whilethese organizations do provide an invaluable service, they donot qualify as RPO as it does not involve the outsourcing of therecruiting process.Recruitment:At YAMAHA Recruitement is done for threetypes of employees: 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) • SHORTLISTING: It refers to rejection of unsuitable applicants and shortlisting of suitable applicants.
• INTERVIEW: At Yamaha Interview is taken by the functional head of that division for which the candidate has applied for the job in the organaisation.Interview is a formal, in-depth conversation conducted to evaluate the applicant’s acceptability. It considers to be an excellent selection drive. Interview is adapted to unskilled, skilled, managerial and professional employees. It allows a two-way exchange of information, the interviewer learns about the applicant, and applicant learns about the employer Two rounds of interviews are conducted. 1. Preliaminary Interview: Preliaminaryinterview helps rejects misfits for reasons, which didnot.appear.in.the.application,forms.Besides,preliaminaryinterview, often called” courtesy interview”, is a goodpublic relation exercise. In this sequential interview istaken in case of permanent employee and one-to-one incase of casual and contractual employees, it helps inutilizing the strength and knowledge-base of eachinterviewer, so that each interviewer can ask questionsin relation to his or her subject area. 2. Final round: In this final interview usually a panel of interviewer sits in the interview and in-depth knowledge of the applicant is judged. If the candidate is sound suitable he/she is selected for the job in the organization• SELECTION: It refers to the selection of suitable candidates and rejection of unsuitable candidates. It is a negative process because it refers to rejection of unsuitable candidates. Selection of candidate is done on the basis of on some criteria.
Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. Selection is long process, commencing from the preliminary interview of the applicants and ending with the contract of employment Selection process for senior managers will be long- drawn and rigourous, but it is simple and short while hiring shop-floor workers. • SALARY OFFER: At Yamaha salary offer is made to the selected candidate if the candidate agrees to the salary offered to him, then offer letter is made after completion of the defined selection procedure. The selected applicant shall be made the offer of employment through an offer letter. But if the candidate does not agreed with the salary offered to him, then negotiation on salary is done.Joining: After selection of applicants, and if the candidate agreed to the offer made, his joining formalities are done, at Yamaha joining of the selected applicants are made at the Time Office. the time office creates the database of the applicants. • Reference and Verification of documents: It includes checking of various documents of the applicants,documents includes,educational.qualifications,salary.certificate,re signation letter of the previous employer, experience certificate.etc.In case, if the candidate is unable to present his/her documents, he/she has to give in written to the HR department that if he/she will not be able to present his/her documents after the stipulated time, his/her services shall be deemed to be cancelled. The reference check shall be done after the candidate has joined the company the reference check is done with
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 company’s 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 MANAGEMENTISSUE OF APPOINTMENT LETTER: The candidate willbe issued an Appointment Letter after joining. The terms ofemployment will be stated in the Appointment Letter.Itincludes: Probabation.period, effective.date.of.appointment,designation, department, place.of posting, repoting to theconcerned person, salary and guidelines of payment, HRA, etc.INDUCTION OR ORIENTATION: Orientation or Induction atYAMAHA is the process by which a new employee learns about, andbecomes part of the YAMAHA Family. A good induction program providesthe necessary information, resources and motivation to assist a newemployee to adjust to the work environment as quickly as possible. It alsoshows that YAMAHA is committed to the new staff member.It is a planed and systematic introduction of employees to their jobs,theirco-workers and trhe organisation.The idea is to make the new employeesfeel’at home’ in the new enviornment
• COMPANY PRESENTATION: Company Presentation is made to the new employee my an HR representative • INTER DEPARTMENT INDUCTION:A schedule is issued by the HR Department for inter department induction to the new employees,and employee has to visit each department for their induction • WELCOME NOTE is send on the employees working in the organisation on their mail ,welcoming new employee.TRAINING AND DEVELOPMENTPERFORMANCE APPRAISAL: It is an objectiveassessment of an individual’s performance against welldefined benchmark, The performance being measuredagainst such factors as job knowledge, quality and quantityof output, initiative,leadership abilitiessupervision,dependability,cooperation,judgement,versatility,health and the like. Assessment should not be confined to pastperformance alone. Potentials of the employee for futureperformance must also be assessed. The Performance Management philosophy of YAMAHA is to build a strong culture of Performance with the accountability for results. In Performance Appraisal process the individual performance is evaluated against the goals set at the beginning of the year. The performance management process at the company is divided into two parts, Management by Objectives(MBO)and Assessment of Competence/Potential . Objective:
To provide a forum,where the superior can provideobjective feedback as also development input to theemployee.Performance Review forms an input to thereward system linked to performance • SETTING KEY RESULT AREAS • MANAGEMENT BY OBJECTIVES: • Appraisal cycle is from January to December. • MBO/Targets are set at the beginning or prior to the beginning of the cycle. • MBO/Targets for each individual are derived from Divisional MBO sheet, which is based on Mid Term/Annual Plan of the company. • Each target shall be documented in such manner that there is a clear understanding of the key activities to be pursued, to achieve the goal. • Weightage shall be attached to each goal such that the total weightage of all the goals is 100. • MID YEAR REVIEW IS DONE. • ANNUAL APPRAISAL: • The Performance Appraisal shall be done once in a year. • Achievement against individual MBO is evaluated by the immediate Superior or HOD after self appraisal by the individual. • The quantified percentage achievement (Performance) and Competence/Potential are the determining factors for the individual performance rating, which will be the basis for the annual Increment and Promotion.
• PERFORMANCE AWARD: The employees will be eligible to participate in the Variable Pay Program of the Company known as “PERFORMANCE AWARD”.The Performance Award will be paid once a year(in march) and will depend on the Grade of the employee,Performance Rating and Achievement of Targets.MANPOWER PLANNING: Personnel management is productiveexploitation of manpower resources. This is also termed as‘Manpower Management’. Manpower Management is choosing theproper type of people as and when required. It also takes intoaccount the upgrading in existing people. Manpower Managementstarts with manpower planning. Every manager in an organization isa personnel man, dealing with people.The process by which management ensures that it has the rightpersonnel, who are capable of completing those tasks that helpthe organization reach its objectives.Definition and importance of manpower Planning:Planning is nothing but using the available assets for theeffective implementation of the production plans. After thepreparing the plans, people are grouped together to achieveorganizational.objectives.Planning is concerned with coordinating, motivating andcontrolling of the various activities within the organization. Timerequired for acquiring the material, capital and machineryshould be taken into account. Manager has to reasonablypredict future events and plan out the production. The basicpurpose of the management is to increase the production, sothat the profit margin can be increased. Manager has to guessthe future business and to take timely and correct decisions inrespect of company objectives, policies and cost performances.The plans need to be supported by all the members of theorganization. Planning is making a decision in advance what isto be done. It is the willpower of course of action to achieve thedesired results. It is a kind of future picture where events are
sketched. It can be defined as a mental process requiring theuse of intellectual faculty, imagination, foresight andsound.judgment.It involves problem solving and decision making. Managementhas to prepare for short term strategy and measure theachievements, while the long term plans are prepared todevelop the better and new products, services, expansion tokeep the interest of the owners.Advantages of manpower planning:Manpower planning ensures optimum use of available humanresources.1. It is useful both for organization and nation.2. It generates facilities to educate people in the organization.3. It brings about fast economic developments.4. It boosts the geographical mobility of labor.5. It provides smooth working even after expansion of theorganization.6. It opens possibility for workers for future promotions, thusproviding incentive.7. It creates healthy atmosphere of encouragement andmotivation in theorganization.8. Training becomes effective.9. It provides help for career development of the employees.Steps in Manpower planning1. Predict manpower plans2. Design job description and the job requirements3. Find adequate sources of recruitment.4. Give boost to youngsters by appointment to higher posts.5. Best motivation for internal promotion.6. Look after the expected losses due to retirement, transferand other issues.7. See for replacement due to accident, death, dismissals andpromotion.Factors which affect the efficiency of labor:1. Inheritance: Persons from good collection are bound to work
professionally. The quality and rate of physical as well as mentaldevelopment, which is dissimilar in case of different individuals is theresult of genetic differences.2. Climate: Climatic location has a definite effect on the efficiency of theworkers.3. Health of worker: worker’s physical condition plays a very importantpart in performing the work. Good health means the sound mind, in thesound body.4. General and technical education: education provides a definite impactn the working ability and efficiency of the worker.5. Personal qualities: persons with dissimilar personal qualities bound tohave definite differences in their behaviour and methods of working. Thepersonal qualities influence the quality of work.6. Wages: proper wages guarantees certain reasons in standard of living,such as cheerfulness, discipline etc. and keep workers satisfy. Thisprovides incentive to work.7. Hours of work: long and tiring hours of work exercise have bad effecton the competence of the workers.Downsizing of manpower:Downsizing of manpower gives the correct picture about the number ofpeople to be employed to complete given task in the predeterminedperiod. It is used for achieving fundamental growth in the concern. It canwork out the correct price by the resource building or capacity building. Itaims at correct place, correct man on a correct job.Thus manpower planning is must to make the optimum utilization of thegreatest resource available i.e. manpower for the success of anyorganization.COMPENSATION AND BENEFIT: • SALARY SURVEY • SETTING SALARY SLABS • NEGOTIATION ON SALARY • ALLOWANCE AND REIMBURSMENT
SUCCESSION PLANNING: Succession planning is aprocess whereby an organization ensures that employees arerecruited and developed to fill each key role within thecompany. Through your succession planning process, yourecruit superior employees, develop their knowledge, skills, andabilities, and prepare them for advancement or promotion intoever more challenging roles.Through succession planning process, also retain superioremployees because they appreciate the time, attention, anddevelopment that you are investing in them. To effectively dosuccession planning in your organization, an organization mustidentify the organization’s long term goals. Organization musthire superior staff.Organization need to identify and understand thedevelopmental needs of your employees. Organization mustensure that all key employees understand their career pathsand the roles they are being developed to fill.Itis the use of a deliberate process to ensure that staffs aredeveloped who are able to replace senior management asrequired.Succession planning enables organization to identify talentedemployees and provide education to develop them for futurehigher level and broader responsibilities. Succession planninghelps organization "build bench strength." Succession planninghelps organization to decide where people belong on the busCAREER PLANNING:Career Planing for new employees joinedin the organisation is done by H.R Department.EMPLOYEE MOTIVATION:Employee Motivation is a veryimportant aspects of an organisation.Motivation in simple termsmay be understood as the set of forces that cause empoyee tobehave in certain ways.Motivation process include withidentifying EMPOYEESneeds,searches way to satisfyneeds,engagaes goal-directed behaviour performs,receiveeither rewards or punishment,reassess needs deficiencies
POLICY FORMULATION: One of the major activities ofH.R also includes Policy formulation.Formulation of variouspolicies of the organization is called policy formulation.Eg. ofpolicies are Promotion Policy,Staffing Policy,PerformanceManagement Policy,Leave Policy,Transfer and Travel PolicySERVICE BOND: It is a way to retain employees on whom acompany has invested precious time and moneyService bonds are of two types • EMPLOYEE BOND • TRAINING BONDEXIT ANALYSIS(FULL AND FINALSETTLEMENT):After the acceptance of resignation by theDivision Head and Head HR department ,after acceptance ofresignation following formalities are done: • Clearence Form: HR department will forward the clearance form,to other departments,which will have to be submitted back to HR Department by the concerned employee for full and final settlement.The acceptance of the resignation and the full and final settlement shall not be made unless the clearance certificate is duly completed and submitted to HR Department.
• Service and Salary Certificate: HR Department will issue the service and salary certificate after clearance and settlement of full and final settlement.Form 16 for the purpose of filling income tax return will be issued in the month of April/May for preceding financial year. • Exit Interview: The representative of HR Department shall conduct an Exit Interview of the employees who has resigned.The objective of the interview shall be ascertaining the reasons for the employee’s resignation.MINOR ACTIVITIES:EMPLOYEE INVOLVEMENT:It is a participative style of management and a range of activities that aredesigned to increase employees understanding of the organisation, utilisetheir talents, enable them to influence decisions, and encourage theircommitment to the goals of the organisation.What are the benefits of employee involvement?Employee involvement can: • improve efficiency
• improve quality and competitiveness • increase job satisfaction and motivation • encourage co-operation and improve industrial relations.Methods of involving employeesThere are two methods of involving employees: • indirect involvement where a representative acts on behalf of employees, for example through collective bargaining or joint consultation • direct involvement where employees are involved in decisions about how they work, for example through quality circles or autonomous work groups.Effective communications are essential to the success ofemployee involvement. It is important to create the rightclimate and maintain communications systems which aid a freeflow of information within an organisation. Regular meetingsalso help to involve employees. For further information see thesection on Communications.Employee representationInvolvement through representatives can take a variety offorms. The most common form of representation is throughtrade unions and employees have the right to be a member of atrade union, or not to be a member.Employees also have the right not to be excluded or expelledfrom a trade union except for certain permitted reasons.In some companies representation is through works or officecommittees or staff associations. Collective bargaining - the
principal method of involvement through representatives - isdealt with separately.Joint consultationJoint consultation is the process by which management involvesemployees through their representatives in discussion onrelevant matters which affect or concern those they represent.This process allows employees the opportunity to influence theproposal before the final management decision is made.How can joint consultation be made to work effectively? • senior managers should attend regularly • there should be a written constitution • make sure there is an agenda for each meeting • establish a procedure for reporting back to managers and employees • provide training for committee members and chair holder • see that the committee meets regularly, normally not less than once every two months.Quality circlesQuality circles are small groups of employees, usually led by asupervisor, who meet regularly to solve problems and to findways of improving aspects of their work. The circle presentsrecommendations to management and is normally involved insubsequent implementation and monitoring. A facilitator isusually appointed to arrange training and provide support.How can quality circles be made to work effectively? • commitment of senior management is crucial • time and money must be allocated for training and meetings
• senior managers should be available to attend meetings as appropriate • management must be prepared to support the implementation of the circles solutions to problems, with resources as necessary • quality circles should operate openly with full recognition given to their achievements • the circle should be able to select its own problems to solve, not just those identified by managers and the facilitator • trade unions should be consulted and encouraged to become involved • begin modestly - perhaps with a pilot scheme.Financial participationFinancial participation through share ownership or periodicsharing of profits can help increase employees awareness ofthe financial and market forces affecting a companysperformance. This can help employees identify with theprogress of their own company and create a more committedworkforce.What are the types of financial participation?There are many types of financial participation including: • cash schemes in which cash is distributed to employees from company profits • share option schemes where employees are given an option to buy a certain number of shares at a set price at a particular time • save as you earn share option schemes in which employees save a specified amount over an agreed period with an Inland Revenue approved plan. They have an option to buy shares at the end of the savings period at the market price which prevailed when the option was granted
• all employee share ownership plans (AESOPs) which aim to involve employees through share ownership - taking advantage of tax concessions - and at the same time providing a new source of capital for the company.How can financial participation be made to worksuccessfully?Financial participation is unlikely to be successful if there areweaknesses in existing payment systems. Organisations shouldtherefore examine their wage structure and pay rates to makesure they are fair and are understood by employees. In additionfinancial participation is more likely to be successful if: • employees and their representatives are consulted before schemes are put into effect • schemes are clearly understood by employees • schemes are reviewed regularly • it is part of an overall programme of measures to involve employees.Other forms of involvementOther forms of employee involvement include: • autonomous work groups which have some degree of autonomy or responsibility within a defined area, for example responsibility for work organisation, quality and output • job enlargement, job enrichment and job rotation which seek involvement and motivation by improving job satisfaction and effectiveness • joint working parties which involve representatives of management and employees seeking joint solutions to
problems. They are non-negotiating forums in which participants work together. • Suggeston Schemes • Kaizen,etcH.R.I.S (HUMAN RESOURCE INFORMATIONSYSTEM):The HRIS is a systematic procedure forcollecting,storing,maintaining,retrieving and validating dataneeded by an organization about its human resources.The HRISis usually a part of the organisation’s larger managementinformation system(MIS).The HRIS need not be complex oeeven computerized,but computerization has its own advantageof providing more accurate and timely data for decisionmaking.In short,it means an integrated system designed toprovide information used in HR decision making. The areas of application of of HRIS are many.Some of theminclude: • Training Management • Risk Management • Turnover Analysis • Succesion Planning • Flexible-benefits administration • Compliance with government and legal requirements • Attendance reporting and analysis • Human resource planning • Accident Reporting and Prevention • Strategy Planning • Financial Planning and other related matters..PERSONAL FILE MANAGEMENT: The PERSONAL FILEMANAGEMENT is a systematic procedure forcollecting,storing,maintaining,retrieving and validating dataemployees record needed by an organization.Personal File of an employee is maintained by HR Department.
At the time of joining of new employee personal file is of thatcandidate is introduce.Following information are entered into employees personal file: • Copy of Resume • Joining report • Medical report • Copy of Offer letter • Copy of Appointment letter • Salary letter • Proofs of personal qualification • Copy of Performance Appraisal report • Copy of promotion letter • Proof of previous employer • Copy of certificate,if issued. • Copy of salary increment,etcHR AUDIT: It is a tool which helps assess effectiveness of HRfunction of an organization. It is tool for evaluating thepersonnel activities of an organization. The audit may includeone division or an entire company. It gives feedback about theHR functions to operating managers and HR specialist. It alsoprovides feedback about how well managers are meeting theirHR duties. In short,the audit is overall quality control check onHR activities in a division or company and evaluation of theseactivities support the organizations.HR audit that continuallyattempts to quantify the value of organizational humanresources.At YAMAHA HR Audit is done by MERCER HR CONSULTING.
CERTIFICATE ISSUE: The other minor activity of HR isissue of certificate. Many of the employees want to pursuehigher studies for their career development for that he has tosubmit his/her proof of experience in form of experiencecertificate to the educational institutes and other relatedmatters. For issuance of his/her certificates an employee has togive an written request duly signed by the his head ofdepartment to the HR department with his signature andprovide necessary details any a copy of his letter is kept in hispersonal file. Salary certificates, experience certicates,character certificate, summer training certificate, trainingcertificate are some of the e.g. of certificates issued.WELCOME NOTE: Whenever a new employee joins theYAMAHA family, a welcome note is send to all the employees ofthe organization stating brief information about the newlyjoined employee.BIRTHDAY’S CELEBRATIONFAIRWELLS CELEBRATIONSUMMER TRAINING: A Well planned, properly executedand evaluated summer training helps a lot in inclucating goodwork culture. It provides linkage between the student andindustry in order to develop the awareness of Industrialapproach to problem-solving based on broad understanding of
the plant, machinery process and mode of operation ofindustrial organisation.One of the major process of H.R is also to provide summertraining to students pursuing professional courses.The H.Rdepartment issues summer training letter to the suitablecandidatesYAMAHA provides summer training to the students fromManagement institutes and engineering institutes.MIS (MANAGEMENT INFORMATION SYSTEM)
TRANSPORTATION1) 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 A It owns(on contract) :- i. Buses ii. Tata Sumos / Qualis
There no. of Buses/Tata sumos/Qualis in each shift is as follows: i.’A’ Shift 45 Buses/Tata sumos/Qualis ii.’B’ Shift 23 Buses/Tata sumos/Qualis iii.’C’ Shift as per requirement YAMAHA deduct conveyance charges from the salary as per designation-d The conveyance charges for Worker(operative,unionized cadre) staff is according to distance: i. 0 – 50 K.M Rs. 60/- Per Month ii. 51 – 100 K.M Rs. 80/- Per Month iii. 100 and above K.M Rs. 100/- Per MonthR The conveyance charges for Supervisors and Managerial staff is according to their grade: i JM-I to M3 Rs. 472/- Per Month ii. M4 to M5 Rs. 813/- Per Month iii. M5 and above Rs. 1200/- Per Month YAMAHA has a separate Transport Department which is controlled by a Manager(Personnel & Administration) and 5 workers.w Contractor provides Transport faciity to the companyC Transport Department provides shuttle facility to the managers(in case of overtime)if they send the request to Transport DepartmentT The budget for Transport Facility is 35 lacs, approx
Disciplinary action like cancellation of contract, deduction in payment is taken against.vehicles.workers(drivers,conducter, contracter) for their misconduct.. Vehicles Reporting Time: i.’A’ Shift 7:45 A.M ii.’B’ Shift 4:15 P.M Vehicles Reporting Late following deduction are made: 05 Minutes 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)Reporting beyond 8:15 AM in ‘A’ shift and 4:45 PM in ‘B’ shift –Trip Cancelled.Reporting late 03 times in a month warning letter to transporters areissued.After issuance of warning letter, if no improvement in timing isseen – termination of contract/action concerned employee if foundguilty.
DISPENSARYYAMAHA maintains its own dispensary within the campus. Employeeswhether casual,contractual or regular can avail medical facility in case ofminor injury. The dispensary provides first-aid facility only. In case ofmajor injury or sickness patients is referred to other city hospitals likeAIIMS, Kailash Hospital, Apollo Hospital, Escort Hospital etc. A The dispensary is equipped with all necessary medicines T Some medicines are given free of cost to the patients while others are provided at subsidized rates o The dispensary is controlled by Manager(Personnel & Administration) and workers. A Dispensary has 2 MBBS Doctors known as medical officer,4 govt certified compounders, 3 bedded room separate for men and women a Dispensary has its own ambulance,and in case of emergency transport vehicles are used. t Yamaha has tied up with Apollo Hospital, Kailash Hospital, Metro Hospital and other nearby hospitals to provide medical facilities to their employees f For Regular employees YAMAHA has Hospitalisation Scheme and for Contractual and Casual employees company has Employee State Insurance(E.S.I) h The company organizes various health awareness camps for its employees.
MAIL ROOM YAMAHA maintains its own MAIL ROOM within the campus for receiveing and dispatching of mails.Employees can avail this facility.Mail room provides receiveing and outgoing of mails within an organization.o The function of mail room is receiving of incoming and outgoing of mails.o The incoming mails are categorised according to the employee /department and are delivery to the concerned employee/department.c Custom duty on parcel is duly paid my mail room.C A separate box is kept in each department for outgoing of mails and a separate box of inter plant communication (i.e Surajpur and Faridabad ).c A shuttle arrangement is there which collects and delievered the mails within two plants (i.e Surajpur and Faridabad).a Ordinary mails are despatched to all India dealersO Urgent mails are send through couriers and not urgent mails are send through ordinary post.m Employees are appointed to receive and delivered mails within department or to concerned employee
SAFETY AND HEALTH ENVIRONMENT, HEALTH & SAFETY (EHS) POLICYYAMAHA MOTOR INDIA PVT. LTD. Manufacturer of twowheelers is committed towards continual improvementof its EHS performance through implements EHSmanagement system in its activity by- m Complying with applicable EHS legal and regulatory requirements. r Conserving natural resources, reducing waste and increasing green cover. a Striving towards prevention of pollution. S Providing EHS awareness to its employees. The EHS policy of the company shall be communicated to all the employees and would be available to interested parties on request.
INTRODUCTIONOrganizations are obliged to provide employees with a safe andhealthy environment. Health is a general state of physicalmental and emotional well being. Safety is protection of aperson’s physical health.NEEDIndustrial 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 workor conditions in which it is carried on.SAFETY:A well managed factory will see to it that there are no physicalhazards 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 iscontrolled by a Safety Manager (Manager P&A) c Various safety programmes are conducted. V Mock drills are conducted at a regular interval of time. t Workers and Employees are provided education about safety,and safety training is provided to them. t Workers and Employees are motivated to adapt safety programmes,via training,posters,stickers,slogans,etc t Employees mask ,gloves,uniform,apron,leg guards,arms sleves,long coats are provided to employees for safety purpose.
Portable fire extinguisher gas is installed at a distance of 10 meter within the whole plant. d 2,50,000 litre of water is dedicated for fire purpose. p Fire Tender Van is always kept ready in the plant,which has 1500 litre capacity of water in it. p National Safety Day 0n 4th March is celebrated each year. Environmental Day celebrated on 5th June each year. Fire Safety week celebrated from 13th -17th April each year. e SAFETY COMMITTEE is there in which safety manager and heads of each functional area there and disscuss the hazards and their counter measures.SAFETY COMMITTEE meeting is held quaterly. LEGAL PROVISIONS REGARDING SAFETYThe Factories Act, 1948, lays emphasis on the followingsafety preventive: • Fencing of machinery (section 21)
• Work on or near machinery in motion (section 22)• Employment of young persons (section 23)• Striking gear and devices for cutting off power (section 24)• Self acting machines (section 25)• Casing of new machinery (section 26)• Employment of women, children near cotton openers (section 27)• Hoists and lifts (section 28)• Lifting machines chains and ropes (section 29)• Revolving machinery (section 30)• Pressure plant (section 31)• Floors stairs and means of access (section 32)• Pits sumps openings in floors (section 33)• Excessive weights (section 34)• Protection of eyes (section 35)• Dangerous fumes and gases (section 36)• Precautions with regard to portable electrical light (section 36A)• Explosive or inflammable gas or dust (section 37)• Precautions in case of fire (section 38)• Safety of building and machinery (section 40)• Safety officers (section 40B)
EMPLOYEE’S STATE INSURANCE SCHEME (1948)The Employee’s State Insurance Scheme (1948) is an integrated measureof social insurance embodied in the employee’s state insurance act and isdesigned to accomplished the task of protecting employees as define inthe act against the hazards of sickness, maternity, disablement and deathdue to employment injury and to provide medical care to insured personsand progressively to their families. The scheme initially coveredemployees of non -seasonal power using factories employing 20 or morepersonsYAMAHA MOTOR INDIA PVT. LTD. - Provide the facilities of ESI tothe employees earning upto 7500/- Rs. Per Month. Many workers inYAMAHA at present are covered in ESI schemeThe Employee’s State Insurance Scheme is administered by a corporatebody call the Employee’s State Insurance Corporation which hasmembers representing employers, employee, the central government,state government, medical profession and parliament. The employee’s state insurance funds are built out of i. Contribution from employee @ 1.75%. ii. Contribution from employer @ 4.75%. iii. State government’s share of expenditure on medical carE.S.I. CODE:Employer should obtain the E.S.I. Code from E.S.I. authority.
FORMS: Form-1 : Declaration form. Form-1-A : Family declaration form. Form-3 : Return of declaration form. Form-53 : Change of address. Form-1-B : Change in number of dependents. Form-36 : Employment Certificate. Form-72 : Loss of TIC or ID card / for duplicate ID card. Form-25-A : funeral benefit. Form-6 : Half- yearly Return of contribution. Form-26 : certificate of permanent disability (only in case of disability at on duty) Form-37 : Re-employment / continuos of employment. Form-7-A : For treatment after re-employment. Form-86 : Certificate of employment. Form-18 : Notice of accident and dangerous Occurrence. Resulting in bodily injury. (For local ESI office) Form-16 : Notice of accident and dangerous Occurrence. Resulting in bodily injury.(For chief inspector of factories)
EMPLOYEE PENSION SCHEME 1995In 1971 Govt. Introduced a scheme called Family PensionScheme. In this Scheme if an employee expires duringhis service his nominee can get Pension. But inNovember 1995 this scheme has been ammended calledPension Scheme 1995. Those employees who are themember of Family Pension scheme are automatically themembers of this scheme. And the person who get RS.7500/- at the time of joining becomes the member of thisscheme. Employees who complete 10 year of service areeligible to get pension.
EMPLOYEES PROVIDENT FUND ACT 1952 The Employees Provident Fund Act, 1952 is a step in aid towards theattainment of Social Security of employees working in the factories andvarious other Establishments. In order to smooth functioning of theEmployees Provident Fund Scheme following points should be taken careof: 1. APPLICABILITY- This scheme is applicable on 1- year old factory where 20 or more persons are employed. 2. P.F. CODE- Employer should obtain the P F Code from their concerned Provident Fund Authority. 3. STATUTORY RATE- Statutory rate of contribution is 12% of the wages. 4. WAGES- Wages means Basic + DA + Cash value of food concession + retaining allowance.
5. ELIGIBILITY- All the employees drawing salary of 6500/- per month or less are eligible to become the member of this scheme.6. CONTRIBUTION- The Provident Fund Contribution is made from the Employees @ 12% of the wages and the employer contributes equivalent share.7. ADMINISTRATIVE CHARGES- The Employer has to deposit @ 1.1% on the wages of Provident Fund member.8. REMITTANCE- The amount of Provident Fund and Administrative charges should be deposited with State Bank of India through Chileans latest by 15th of every month. In unforeseen contingencies remittance can be made by 20th. But, it should be occasionally otherwise the Regional Provident Fund commissioner would impose penalty.
INSURANCEInsurance is a form of risk management primarily used to hedge againstthe risk of potential financial loss. Ideally, insurance is defined as theequitable transfer of the risk of a potential loss, from one entity toanother, in exchange for a reasonable fee known as premium. YAMAHA provides two types of insurance to its employees i.e Y MEDICLAIM PERSONAL ACCIDENT POLICYMEDICLAIM: This insurance policy can be used to protect the insuredparty against expenses incurred for hospitalisation for illness/ injury/diseases as well as domiciliary hospitalisation. It also includes hospitalroom and operation theatre charges, diagnostic tests, cost of medicines,blood transfusions, oxygen cylinders as well as cost of appliances likepacemakers, artificial limbs, etc.Suitable forThis insurance policy is ideally suited for • Each and every person aged between 5 and 75 years of age. Children aged between 3 months and 5 years have to be insured along with their parents. • Government or private institutions for their employees. • Clubs or associations for their bona-fide members.Risks coveredThis insurance policy protects the insured from the risks of illness ordisease or accidental injury sustained.Compensation offeredThis insurance policy will provide compensation for
• Hospitalisation expenses based on actuals and subject to the sum insured. • Domiciliary hospitalisation charges based on actuals and subject to the sum insured.YAMAHA provides Mediclaim facility to all its regularemployees .All regular employees are covered under this policy. e ES.I/P.F/INSURANCE is controlled by Manager (Personnel & Administration) and workers. & Company has tied up with National Insurance Company to provide mediclaim to its employee. C Premium is paid by the company for employees and their dependants,but employees parents are not entertained by the company,for it an employee has to pay premium. p The policy is categorized according to: Category 4 : Workers and Staff Category 3 : Supervisors Category 2 : Managers Category 1 : DGM and above C C Incase of injury following money limits are set.They are categorized:
Incase of Minor Injury: Category 4 : RS 50,000 Category 3 : RS 60,000 Category 2 : RS 1, 00,000 Category 1 : RS 2, 50,000 Incase of Major Injury: Category 4 : RS 2, 00,000 Category 3 : RS 2, 50,000 Category 2 : RS 5, 00,000 Category 1 : RS 7,50,000C To avail mediclaim Hospitalisation is compulsory for minimum 24 hours,if hospitalization less than 24 hours calim will not be entertained.
PERSONAL ACCIDENT POLICY:This insurance policy is essential for each and every individual who seeks toindemnify himself or herself against personal accident. This insurance policy isideal for insuring the risk of any accidental death / injury during the policyperiod.Risks coveredThis insurance policy provides compensation in event of anydeath / injury during the policy period.Compensation offered:In any accidental injury being the sole and direct cause (within 12 calendarmonths) results in
Death100 percent of Sum InsuredPermanent total disability100 percent of Sum InsuredLoss of two limbs / two eyes or oneeye and one limb100 percent of Sum InsuredLoss of one limb or one eye50 percent of Sum InsuredPermanent partial disabilityVarying percentage of Sum Insuredas per policyTemporary total disability1 percent of Sum Insured payableon a weekly basis, subject to amaximum of Rs.3,000/-YAMAHA provides PERSONAL ACCIDENT POLICY facility to all itsregular employees .All regular employees are covered under thispolicy.Yearly premium is paid by the companyThe policy is categorized according to: Category 4 : Workers and Staff
Category 3 : Supervisors Category 2 : Managers Category 1 : DGM and aboveThe 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 employeepays 11 RS and management pays 16 RSTwo menu are made in a year- Summer season menu Winter season menuThere are one canteen manager appointed by the company,5-6 supervisors and82 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.Properhygienic conditions are maintained in the canteen.Disciplinary actions likesuspension,wage cut is taken against canteen workers for their misconduct.
Catering for 3000 peoples are is done in a day which includeemployees,contractor,guests,etc ,canteen is runned in two shifts ‘A’ Shift and‘B’ Shift.
TIME OFFICETime office plays a very vital role in day to day working of the company, itprovides information to management regarding employees day to dayattendance,leave,joining of new candidates, summer trainees etc.YAMAHA has its own time office which is open 24 hours a dayA MANAGER (PERSONNEL AND ADMINISTRATION) is appointed to co-ordinate; control all the activities of Time officeFunctions 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 cardTime office has a separate box for leave application in which an employee has todrop an application of leave.Time office issues Attendance card cum Identity card to employees,the card hasto be punched by the employee in the machine which is installed in variousdepartment. A person is send to each department with the attendance sheet of theday and the head of that department has to sign on that sheet checking the no. ofemployees being present.In case,an employee forgets to punch his attendancecard,he has to fill a forget punch card with the signature of his head of thedepartment.
SECURITYSecurity is very important issue in an Industry.At YAMAHA strict securitysystem is followed.Company appoints one Chief Security Officer,12 Security Officer,which co-ordinates all the activities related to security50 security guards are alloted ,Security guard report to security oficer,and security oficer reports to chiefsecurity 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 allotedFunctions of security at YAMAHA are: • Security cover • Fire fighting • Receive and despatch of material • Store checkProper training are provided to security personnels.