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INDEX

Sr No Contents Page No

1 Acknowledgement 4

2 Preamble 5

3 Preface 6

4 Background 7-10

5 Companys Profile and Organization Structure 11-19

6 Human Resource Management 20-27

7 Personnel Management 28-34

8 Welfare 35-38

9 Conclusion 39

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ACKNOWLEDGEMENT

It is with a deep sense of gratitude that I acknowledge the cooperation andsupport of TATA YAZAKI AUTOCOMP LIMITED, which gave me the unique

privilege of visiting the plant and provided me with an opportunity to interactwith the Administrative Department, HR Department and the PersonnelDepartment.

The interaction with Colonel (Retired) Satish Tonapi, HeadAdministration and Miss Shruti Nagarkar, HR Executive, was most interesting,enlightening and satisfying. It was indeed very gracious of them to spare theirvaluable time and to give an elaborate insight into the functioning of theirrespective departments as also to answer all my queries patiently. The

presentation organized by the HR Department was indeed very thoughtful of thecompany. I sincerely express my gratitude to them.

I also express my gratitude to Dr S.R. Dastane, Director and Mr A.B.Dadas, Project Co-coordinator (Field Work Guide) MPM-I for their guidance and

support in enabling me to undertake and complete the Field Work Report.

Place : Pune (Jai Shankar Prasad)

Date : Sept 2008

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PREAMBLE

Organization doesnt really accomplish anything. Plans dont

accomplish anything, either. Theories of management dont much matter.

Endeavors succeed or fail because of the people involved. Only by attracting

the best people will you accomplish great deeds

Collin Powell

The challenges for todays manager are to learn to embrace changes.Changes can be looked as challenges that can be met with hard work andingenuity. HRM has great challenge to create an understanding amongst the

people that they cannot meet tomorrows challenges with yesterdays tricks andtechniques, to make them understand change as an accepted reality and preparethem to be ready for any kind of adversities.

HRM is becoming creative and determined to push different initiativeswith all clarity in mind and trying to identify best people are engaged on big

assignments.

At TATA YAZAKI AUTOCOMP LTD (TYA), they are constantlytrying to induct good talent, comfort and develop them, and bring in performanceorientation, by recognizing individual and team contributions. All efforts aredirected to spread a culture of professionalism across the organization. HR

process and initiatives at TYA have a clear system/ process orientation so thatinstitutionalization takes precedence over personalization.

Technological focus/ Admired Employer/ Customer Value/ OperationalExcellence

WIRED FOR SUCCESS

TATA YAZAKI AUTOCOMP LTD

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PREFACE

1. Mr Henri Fayol, the Father of Administrative Management Theory,advocated that theoretical and class room studies of personnelmanagement are of great use and the same must be done in detail tounderstand the thread bare of management before manager steps intoactual managing. But the practical observation surpass thetheoretical knowledge gained in class room and provide the

opportunities to confirm the various principles of management andreal utility at work place/ in work environment.

2 Thus the observation on the functioning of personnel Department of anenterprise is dynamic and the most useful approach to the learning ofmanagement before doing. It not only provides the first hand informationand knowledge but reinforce the class room learning permanently bysharing the knowledge by way of interaction with real manager at workand helps us to develop managerial skills of much superior and higherquality.

3 The Field Work Report is an innovative approach to learning and studentssatisfaction of his goal for the quest of knowledge.

4. I sincerely hope this Field Work Report done on TATA YAZAKIAUTOCOMP LTD (TYA) will fulfill the requirement and satisfy the ultimateaim of the study as it has covered maximum important available information.

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INTRODUCTION TO THE ORGANISATION

TATA YAZAKI AUTOCOMP LIMITED ( TYA )

BACKGROUND

Tata Yazaki Autocomp Limited (TYA) is a leading manufacturer ofwiring harnesses for the automotive industry. The company has established

capabilities in product design, development and manufacturing and is highlyrespected by its global clientele for its reliability and timely delivery at highlycompetitive costs.

It is a joint venture between TATA Groups leading company TATAAUTO COMP SYSTEM LIMITED (TACO) and YAZAKI Corporation ofJapan. The details are as given below:-

TATA YAZAKI AUTO COMP LTD

Joint Venture : August 1997

Incorporation : October 1997

Capital : Rs. 630 million (Yen 2,520 million)

Shareholding :

50% - TATA AutoComp Systems (TACO)

50% - YAZAKI Corporation

SOP : January 1999

JV Signed in July 1999 By

Mr. Ratan TATA, TATA Group Chairman&

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Mr. Shinji Yazaki, Yazaki President

Operationalised : August 19, 1999

PROMOTERS AND PARTNERS

TATA AUTOCOMP

SYSTEMS LIMITED

(TACO)

Established by the Tata Group, which has several decades of experience inthe automotive industry, the TACO group of companies offers a range of

products and services in the field of auto components to automotive vehiclemanufacturers all over the world.

TACO has three major businesses - manufacturing, engineering and supplychain management. The group comprises the holding company, Tata AutoCompSystems Limited (TACO), its joint ventures with global auto component leadersand two subsidiaries in the plastics and stampings product areas.The TACO group, with its 24 manufacturing plants, 5 engineering centres andthree export-oriented units, is rapidly expanding its business with vehiclemanufacturers and Tier I suppliers to the automotive industry. Its current originalequipment customers include DaimlerChrysler, Fiat, Ford, General Motors,

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Honda, Hyundai, Mahindra and Mahindra, Piaggio, Tata Motors,Toyota, and Volvo.

Tata AutoComp Systems Limited (TACO) in Brief

Motto - Technology Focus | Admired Employer | Customer Value |Operational Excellence

One of Indias leading auto - component groups

Planned turnover to reach US$ 1.2 Billion this year

Rapid growth (CAGR last 5 yrs. 33%) with Strong Quality and CostFocus

Established in 1995 to serve Indian and Global Auto Industry

Offering services across the value chain

Manufacturing, Engineering and Supply Chain Management

15 Global partners, 35 plants, 3 Export Oriented Units, in India and 6 Engineering Centers

Overseas manufacturing facilities for Interior Plastics at Coburg, Germany (TACO KunststoffTechnik) and at Nanjing, China (Nanjing Tata AutoCompSystems Limited)

TS 16949 (16 plants), OHSAS 18001 (5 plants), ISO 14001(10 plants)

Learning Diverse Technology requirements and Best Practices

Customers in all segments Passenger Vehicles, Commercial Vehicles, Farm Tractors, Two and Three Wheelers

We serve every major OEM in India

Consistent customer recognition for our performance

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COMPANY PROFILE (TYA)

Mission

We at TYA shall strive to continuously exceed the expectations of our

customers. We shall achieve this with products and services that in

quality, cost and delivery shall be among the best in the global

automotive industry.

To be among the best, we shall commit ourselves to excellence in

technology and engineering with the help of our global partners and

achievement of shareholders' expectations of Economic Value Added

(EVA) in all our operations.

We shall endeavor to be an employer of choice by promoting a culture

of teamwork, continuous learning and transparency in all activities, a

participative style of management that cuts across the boundaries of

levels and functions, employee growth, and compensation that is

progressive and linked to performance and merit.

We shall inculcate in ourselves and in all that we do, the core values of

simplicity, frugality, integrity, respect and harmony.

Further in all our efforts, our guiding principles shall be the protection

of environment and service to society.

VISION STATEMENT

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Build technology, business process capabilities and leadership; tobecome global supplier in chosen areas of business, by 2015.

BUSINESS VALUES

We affirm to abide by the following seven values as guiding path tous in all our transactions, negotiations and interface with all our stakeholders(customers, dealers, employees, suppliers, financial institutions etc.)

(a) Customer focus. All activities /actions will haveintense focus to enhance internal/External customers satisfaction.

(b) Mutual Trust. To have a faith in colleague / co-workerbeing a bonafide person, and in his working according to predefinedprocess/systems.

(c) Commitme nt. Committing to honour a promise, to achievea goal/ target or being responsible for given/ accepted assignment withultimate aim of achieving desired results.

(d) Continuous Improvement. Improving each and every

system, method, procedure and process to reduce time, cost andcomplexity in business activities and to create overall satisfaction

(e) Professionalism . Handling the job/responsibilities with skillsto achieve the desired results within given time, without having afeeling of obligation.

(f) Institutionalization. Making a system, method andprocedure to make it a regularly adhered way of working.

(g) Assertiveness. Expressing in good spirit, without fear, onesown views without intention to offend or insult the other person.

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LOCATION OF THE COMPANY

The company is located at Wagholi, Pune and is spread over 27 Acresof area, with a 30,625 Sq Mt of built up area. The division located in such away that the central amenities like canteen etc are in proximity to all withoutcompromising on the safety and security aspects, The Company has paidspecial attention to environmental aspects, while siting various buildings and

shades. The postal address of the company is as under:

TATA YAZAKI AUTOCOMP LTDSurvey 166, High Cliff Industrial EstateWagholi Rahu RoadKesnand, PuneMaharashtra 412207, India(Tele No : 020-66315000 & Fax : 020 27050131)

The Company has three plants at Wagholi, one at Alandi and one at

Jamshedpur. The company also plans to establish plants at the followinglocations:-

(a) Singur, West Bengal(b) Bangalore, Karnataka(c) Uttarakhand

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PRODUCTS

TYA can manufacture wiring harnesses for various segments of theautomobile industry, including buses, trucks, passenger cars, other commercialvehicles and two-wheelers. It also supplies wiring harnesses for applications suchas air bag assemblies.

The company's products include:

Integrated modular wiring harnesses providing power to the vehicle.

High-tension cables capable of carrying heavy currents from the battery toother parts of the vehicle. These are exclusively used for petrol vehicles. Connectors and terminals that connect various sections and modules of thevehicle. The product range includes specially designed double-locking,waterproof connectors and terminals. Junctions and fuse boxes for car safety and protection

ESTEEMED CUSTOMERS

TATA Motors

Honda

Toyota

General Motors

BEHR

Nissan

FIAT

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FICOSA

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CUSTOMER RECOGNITION AND AWARDS

Technology Focus | Admired Employer | Customer Value | Operational Excellence

100% Delivery Certificate for achieving targets for the Year 2002-03 from

TKM

Quality Certificate for achieving targets for the Year 2002-03 from TKM

100% Delivery Certificate for achieving targets for the Year 2006 fromTKM

Appreciation Certificate for `Quick Response' for the Year - 2004-05 fromTKM

Quality Circle Winner Award from HSCI for the Year 2005-06.

Quality Silver Award from HSCI for the Year 2005-06.

Quality control award from Yazaki for 2005.

Outstanding Performance Certificate from HSCI for the Year 2006-07 in`Cost' Category.

Outstanding Performance Certificate from HSCI for the Year 2007-08 in`Cost' Category.

GOLD AWARD FOR EXCELLENCE IN QUALITY " from HSCI for theyear 2008-09

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TOUR Employer | Customer

TYA- STRENGTHS

Value | Operational Excellence

Manufacturing process aligned to Yazaki global standard

New Yazaki System (NYS)SOC free components

Design and development capability

Wiring harness design and development

Component development

Learning Center to ensure trained and skilled manpower

In-house Testing facilities and Benchmarking Cell

Grow with customer / parent processes

Toyota Production System

TATA Business Excellence Model (TBEM)

Customer Service Support

Quality Resident Engineers for Electrical trouble shooting on vehicles,Coordination for new vehicle try outs, Feed backs from Assembly line forfurther Improvements

Proto & Vehicle launch Support

Resident Design Engineer for the Proto Vehicles, Fast co-ordination forthe design changes implementation, Co-ordination for design review &validation

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2500 2427.5

2000 1881

1500 1182.8

1000 791.8

500 413.8 250.2

106.5 63.5

0 1999-2000 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07

TYA BUSINESS STATISTICS

(IN MILLION RUPEES)

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Attitudes and values play important roles in the process ofcreating an excellent organization. We will develop right attitudes of our

people and enforce correct values in them.

Every process / method / system can be innovated and / or improved.We will maintain all H R processes and systems improved to the

requirement of the times

An organization is known by its people. We will improve the overallquality the etiquettes & manners, knowledge, abilities etc of our people.

Training, mentoring and guidance become valuable help to

individuals in career building efforts. We will create platforms / systems tomentor our people.

We will create value-based professional culture to facilitate man-management to improve individual performance and the performance of theorganization.

We sincerely believe in these values, therefore, we will pursue them and

act upon them relentlessly.

Tata Yazaki Autocomp Ltd recognizes its employees as the mostimportant asset for its continued growth. H R Management in TYA strives toensure continuous organizational growth by nurturing the strengths of itsemployees and providing the environment and opportunity for everyindividual to rise to his / her highest potential, identity and achieve his / her

personal goal within the framework of organizational, societal and nationalobjectives. It endeavors to uphold the dignity of individuals by recognizingtheir worthy contributions and making them feel proud partners in progress,through the following measures:-

Ensure a high degree of selectivity in recruitment of employees /trainees explicitly on the criteria of the knowledge, skills and attitudes, so asto secure super achievers and nurture them to excel in their performance.

Impart such induction, orientation and training as to match theindividual to the task and inculcate a high sense of organizational loyalty.

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Provide facilities for all-round growth of the individual bytraining in and outside the organization, reorientation, lateral mobility andself-development through self motivation.

Groom every individual to realize his potential in all facetswhile contributing to attain higher organizational and personal goals.

Build teams and foster teamwork as the primary instrument in all activities.

Recognize worthy contributions in time and appropriately, so as to

maintain a high level of employee motivation and morale.

Implement equitable, scientific and objective system of rewards,incentives and control.

Contribute towards health and welfare of employees.

HR Management Policy

Policies & Ethos

In our human resource development ethos, every individual is a partof, and responsible for, our every success. We endeavor to uphold thedignity of individuals by recognizing their worthy contributions and makingthem feel proud partners in progress. The TYA takes care, not only of theemployee, but also his family, by providing education, healthcare, sport andrecreation facilities - making for a happy employee, and a healthyorganization. This environment has existed since its inception.

Building teams and fostering team work are the primary instrumentsin all activities. We recognize worthy -contributions in time andappropriately, so as to maintain a high level of employee motivation andmorale.

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Minimum Qualification Minimum Education qualificationfor operators is 12th or ITI

Job Analysis

The systematic qualitative appraisal of each job or position in an

establishment either through an assignment of points for job characteristics orthrough comparison of job factors for the purpose of determining relativeposition of the job hierarchy and for fixing wage rates is systematicallyfollowed in TYA. The procedure consists of:-

(a) A detailed study of job

(b) Job description.

(c) Job specification.

Functions of H. R. Dept

The primary function of the H R Dept is to identify, select, engage andretain good talent, skill and knowledge matched with the Companys

business requirements.There are five major processes / functions carriedout by the H R Dept. These are as follows :-

(a) Recruitment / Selection and Induction.

(b) Training and Development.

(c) Performance Management.

(d) Rewards and Recognition.

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(e) Organizational Structuring.

Recruitment/Selection

The Company follows a very stringent and effective procedure forrecruitment and selection. The H R Dept carries out an exercise on

Competence Mapping. All resources such as placement agencies, dot.comcompanies, advertisement agencies etc are tapped to attract the best talent. CVsof prospective candidates are compiled and short listing is carried out by

respective dept heads. Candidates are called for interviews and subjected to

psychological and aptitude tests. Interviews are conducted by respective deptheads. Junior level appointments are made by General Manager. Senior levelappointments are approved by Head of H.R. Dept and CEO.

Induction

Comprehensive induction for all new entrants to familiarize with TYA,

its values and mission and culture is planned. This is the first step towardssynchronizing the human potential with the organizations goals. An inductionkit is given to all new entrants, which includes all the code of conduct,

Performance Appraisal Booklet, Leave Card, Telephone Directory, and allrequisite joining forms. The incumbent is inducted in a planned manner.Feedback is also taken to ensure her/his comforts and scope for improvement

Training and Development

In TYA, training is considered a very critical success factor. It firmlybelieves that in this era of cut-throat competition and quality consciousness,maintaining and upgrading workforce capability and expertise lies in effectivetraining. Sensitivity lies in the manner the organization takes care of itsemployees development needs. The Company has provided a platform to itsemployees so as to enhance their skills for their own benefit as well as that ofthe Organization, resulting in a WIN-WIN situation.

The training initiatives at TYA can be classified under two broadsegments:-

(a) Initial Training -

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(i) Seven days initial training at Learning Centre(ii) Fifteen days of on the job training.

(b) Soft Skill Training Tata Autocomp Ltd Training Centre.

(c) Annual Training - Three days annual training for eachemployee.

Performance Management

At TYA, Performance Management is given great importance inorder to enhance the development of skills and to promote

professionalism, efficiency, competence and commitment, as also to

identify training needs of employees at various levels of

management. A 180Appraisal System is in vogue and is followedin a fair, diligent and stringent manner. Annual Operations Plan(AOP) is prepared function-wise to ensure effective implementationof the appraisal system. Refer Annexure attached.

Organizational Structuring( HR Department)

The H.R. Dept plays a very crucial role in defining organizational

structure to include various levels of management, reportingchannels and the strength of personnel in various departments. Thestructure is as under:-

GENERAL MANAGER (HR)

(Mr Ravindra Choudhary)

MANAGER MANAGER MANAGER ADMINDTA-1 DTA-2 & TIME OFFICE RECRUITMENT

&TRAINING

(Milind Kulkarni) (Ravindra Rao) (Suhas Ghatwai) (Col SatishTonapi)

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(Note- DTA- Domestic Trading Area)

Miscellaneous Functions

Besides the above, the H.R. Dept is actively engaged in several otherfunctions. These are:-

(a) Job evaluation, job description, preparation and implementation oforganizational chart.

(b) It facilitates the top management in defining mission, vision andbusiness values.

(c) Creating a good ambience at the offices and workplace to enhanceefficiency.

(d) Facilitating upward and downward communication to improve thesatisfaction and motivation among employees and redressal of grievances.

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PERSONNEL MANAGEMENT

The Personnel Dept is responsible for all administrative matterspertaining to employees. Broadly, these include the following:-

(a) Maintenance of personnels records anddocumentation.

(b) Pay and allowances.

(c) Leave Policy.

(d) Provision of facilities.

(e) Execution of welfare schemes.

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(f) Meeting statutory requirements.

(g) Representation of workers and union management.

(h) Safety and health related issues.

(i) Social functions.

Pay and Allowances

There are three categories of pay and allowances as follows :-

(a) Company employees - Monthly rated.

(b) Managerial category. Monthly rated.

(c) Contractual workers. Daily, weekly and Monthly rated.

The entire payroll is computerized. A smart-card is used by eachemployee, which enables automatic recording of attendance and calculationof pay and allowances accordingly. Cheques are prepared and credited in theemployees accounts directly by the first working day of the month.Payment to contractual workers is made through the contractors.

Pay & Allowances Structure .The salaries comprise the following:-

(a) Basic pay.

(b) Dearness Allowance.

(c) House Rent Allowance.

(e) Conveyance Allowance.

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(f) Educational Allowance.

(f) Special Allowance.

(h) Washing Allowance.

Leave Policy

There are three types of leave entitled to employees viz. casual leave(CL), sick leave (SL) and earned (privilege) leave (EL). The category-wiseentitlement is as follows:-

EL CL SL

(a) Workers 22 08 08

(b) Managerial Category 22 08 08

(Privilege leave is at the rate of one day for every 14 working days.)

Rewards and Recognition

Appreciation of good work by the organization is one of the mostimportant factors which encourages towards higher performance. Thevarious Rewards and Recognition Schemes of the Company are linked to thePerformance Appraisal System, helping in succession planning andidentifying leadership roles. Team awards are also given when exceptional

performance in achieving difficult targets is displayed and team membersare individually recognized.

The Reward and Recognition Schemes comprise the following :-

(a) Worker of the Month : These awards have become iconicin the company, with employees vying for the honour by way ofhealthy competition. The awardees are recognized in functions at theirworkplace and reasons for selection are transparently announced toall.

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(b) Star Performers : Excellent performance isrecognized by way of a very stringent selection process. Theserewards are given on the basis of consistent performance. Variousmanagerial attributes like leadership, performance, attitude, initiativeand proactive-ness are taken into account. The nominees are requiredto undergo a program at the Assessment Centre, where team exercises,

management games, presentations, case studies and psychometrictests are conducted for selection of winners. The winners are eligiblefor very attractive schemes.

(c) C ash Awards : Cash awards are given for exceptionalperformance and initiatives.

HUMAN RELATIONS

1. HR Programmes

A truly excellent organization is that which continuously strives toalign its goals with its peoples aspirations. Being Excellent requires totalcommitment and acceptance of principles on which the organization basesits behaviors, activities and initiatives. When it turns them into practice, itopens the access to Sustainable Excellence.

TYA recognizes its employees as the most important asset for its

continued growth. It nurtures the strengths of their employees and providesopportunities and environment to develop potential and facilitateachievement of goals by all individuals. The HRD policy is committed toupholding the dignity of individuals by recognizing their worthycontributions and making them feel proud partners in progress. The HRstrategies and plans are drawn in line with the organizations Long RangePlan and Annual Operating Plan. The HR AOP is in turn prepared in linewith Companys Vision, Values and Policies. All the people policies areevolved through a consultative and collaborative process.

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At TYA every individual is considered to be having two separateentities, bound into one. He is a professional ready to make his mark in the

professional world and also an individual with a personal life independent ofthe organization. This personal individual is as important to the organizationas the working one. Thus the well being of the complete person is

considered the responsibility of the Company.

HReach programmes-

A new concept of interaction and feedback has been introducedwherein representatives of various departments (cross sectional teams)interact with the nominated HR team leaders to ensure a more effectivesystem of feedbacks.

The HR objectives are also in tune with the thought: Facilitatecontinuous learning to proactively help people change their mindset to alignwith industry needs and facilitate high level of performance of individuals.

HR programmes are reviewed based on the feed back receivedthrough various channels such as Employees Satisfaction Survey Results,

Speak out Sessions and Open House. The next step has been to empowerthe employees which come with responsibility and authority to takedecisions. Towards this end, TYA has taken firm steps and institutedmeasures like Communicating the Vision, Leading by Example, Establishnew Mind set across the organization, Build interpersonal skills, ProvideProblem solving Tools, Form Support Teams, Establish clear Performancemeasures, Define Authority & Responsibility and Recognize Achievements.

Motivation

Appreciation of good work by the organization is one of the mostimportant factors which encourage motivation towards higher performance.The various Rewards and Recognition Schemes of the Company are linkedto the Performance Appraisal System, helping in succession planning andidentifying leadership roles. Team awards are also given when exceptional

performance in achieving difficult targets is displayed and team membersare individually recognized.

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2. Communication

Communication is a basic tool for motivation which can improvemorale of the employees in an organization. Effective communication canmaintain good human relation in the organization by encouraging ideas or

suggestions from employees or workers and implementing them whereverpossible. At TYA, they have evolved effective and speedy communicationpolicies and procedures to establish a high degree of transparency. Leadersdirectly communicate with people to exchange ideas and share criticalorganizational plans and policies. Following channels of communication areeffectively used at TYA :-

a) Employee Feedbackb) Open House Sessions

c) Monthly Meetings(Common Forum)d) New entrant meet- after three months.e) Exit Interviewsf) Display of all policies on the notice boardg) Performance Management System and Work Plan Review

4. Industrial Relations

a) Trade Union

TYA has an internal trade union which is absolutely apoliticaland has contributed in a big way towards the growth of theorganization. Meetings are organized on weekly basis, however ifneed be they are free to meet the management at any time. Thehierarchy of trade union comprises of President, Vice-President,Secretary, Treasurer, and members. Employees are discouraged toassociate with any external trade unions.

b) Employee Discipline

(i) Punctuality(ii) Uniform and shoes compulsory for all.

(iii) Apron for employees working on floor.

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(iv) Leave to be approved in advance.

(v) Lunch and break timings to be followed.

For minor discipline problems, the employee is counseled. Foroffences of serious nature such as theft, fraud, etc., strict disciplinary

action is taken. A well evolved code of conduct is in place and istime-tested and proven very effective over the years.

5. Social Security

Two main aspects which are dealt under this subject can be

categorized as:

(a) Internal Measures : This includes pension scheme andgratuity. The pension depends on last drawn salary and the length ofthe service rendered by the employees. The rule of family pension isalso followed as per normal practice in vogue. The gratuity is as speltin the Act of 1972 and is paid to employees who have 5 years ofconsecutive service. This is worked out separately for 2 categories ofemployees namely Monthly- Paid and Daily rated.

(b) External Measures : TYA runs a number of programs tobenefit the society which include :

(i) Well planned environment policy.

(ii) Control pollution by applying stringent measures such aswaste management, noise pollution (restricted decibel level)and water management

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WELFARE

1. The employee welfare program at TYA is based on the managementpolicy which is aimed at shaping the lives of the employees towards selfsatisfaction and prosperity. Therefore, the concept of employee welfareincludes three major aspects, namely finance, physical and mental welfare.The management belives in A stress free individual is a confident and

productive worker. Several effective welfare measure are in place toprovide maximum benefits and satisfaction to the employees. The followingfacilities are being provided to the employees:-

(a) Canteen A canteen is run by the organization to ensure thatgood quality food is provided to all its employees. The canteen is runon contract basis and to supervise the canteen a committee iselected /nominated. Breakfast and one meal at 82% subsidy is

provided to all the employees.

(b) Medical The realization of the signification of maintenanceof good health is well understood by the company and they have

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adopted a suitable Health Initiative Model for the employeesand their dependents. Under the Model the following initiatives have

been taken by the organization :-

(i) Preventive Health Initiative. All employees For thoseabove 35 years of age, spouses are included in the program.

(ii) Workshops Life style modification workshops, inhouse Yoga training facilities, art of living basic course anddiabetes management program are organised periodically.

(iii) Mediclaim. All employees are covered under thisscheme and the entire premium is paid by the company.TYAhas entered into a long term tie up with Joshi Hospital locatednear the plant and also at Jahangir Hospital,Pune to facilitateemployees to avail the best possible Medical treatment. Thiskind of tie up is a unique initiative in industry today. Besidesthe employee the benefits are also extended to children anddependant parents.

(iv) Health Care Centre. At the plant site a health care centre is

being run by the company. Two doctors and two nurses look afterthe centre. One ambulance has also been catered for.

(c) Loan The welfare programme at TYA is based on themanagement policy which is aimed to shape the lives of the employeestowards self satisfaction and prosperity, with financial aspect being oneof the major element. The following financial assistance is being to theemployees :-

(i) Housing Loan Housing loan is provided to employees

with reduced interest rates.

(ii) Education Loan To facilitate higher education foremployees and their children.

(iii) Marriage Loan To ensure joy of the occasion.

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(iv) Death Fund . To support the bereaved familyduring the moment of crisis.

(d) Scholarship. Children of employees who secure meritorioussuccess in SSC, HSC and degree exams are felicitated every year andsimilarly employees on their children with high proficiency in sports are

given financial assistance to participate in higher levels of competition.The workers also benefit out of TATA Group scholarship programmes.

(e) Safety A safety officer is appointed who is assisted by asafety committee to ensure safety of employees. TYA is implementingISO 14011 and OHSAS1800 systems. These systems defineresponsibilities and authorities related to environment and safety.Wastage, unsafe acts and conditions, pollution and unhygienic conditionhave been eliminated. Many safety measures on the shop floor as well as

the factory premises have been instituted as under:-

(i) Safety training is being imparted to all.

(ii) Safety week is being observed regularly.

(iii) Road safety measures have been instituted insidethe factory.

(iv) Safety measures are being provided to all including thetrainees.

(v) Routine safety audits are being carried out.

(vi) First aid preparedness is ensured by periodically

training the employees.

(vii) Security staffs have been trained as drivers forthe ambulance.

(f) Miscellaneous. The following additional welfare activities arealso being conducted at TYA.

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(i) Diwali Gifts Since inception, a gift is given toevery employee on the occasion of Diwali.

(ii) Family appreciation On completion of 25 years ofservice, an employee and his children are being felicitated.

(iii) Social Gathering Social gathering for employees and theirfamilies is being organised twice a year. This held in the form of agala event, which includes an entertainment program followed by asumptuous feast.

(iv) Retirement Gift A memento is given to all retiringemployees to remind them of their association with the company.

(v) Provision of clothes and shoes. Two sets of uniforms and

shoes are provided to each worker every eighteen months. One pairof industrial safety shoes is provided to shop floor workers. WoolenJerseys are provided to security personnel.

(vi) Welfare Fund. A generous contribution is made to EmployeesHealth & Family welfare Fund, which takes care of hospitalizationand expenses on medical treatment of the family members ofemployees. All personnel contribute voluntarily.

(vii) Sports . The company supports excellence in sports also.Employees or their children with a high proficiency in a sport aregiven financial support to participate in high levels of competition.

(viii) Environmental Issues. The Company meets all statutoryrequirements of the Pollution Control Board in disposal of wastes.More than 750 trees exist in the premises. Vermiculture is beingcarried out to produce fertilizer from waste. A bio-gas plant isunder construction in the premises. The Company lays greatemphasis on environmental conservation.

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CONCLUSION

My visit to TYA and interaction with the H.R. and Personnel Deptheads has given me a deep insight into the functioning of these departments.Their professionalism, enthusiasm and positive attitude speak volumes aboutthe ethos and culture in TYA. The success of the Company can, withoutdoubt, be attributed to a strong leadership, an efficient managerial set-up anda motivated and skilled workforce. The Companys emphasis on a humanresources approach has paid rich dividends to all stakeholders.

The Company has effectively kept pace with the technologicaladvancements around the globe. Its vision; policies and stringent quality-consciousness are world-class. Its sterling performance, values and ethics havegiven it a pride of place on the global scenario as well.

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The immaculately maintained premises, greenery, neat and cleanworkplace and adherence to all statutory requirements ensure a healthy,

pleasant and safe working environment for all its employees. All the factorscombined together make it an enviable role model for other industrialestablishments to emulate.

The Company is a jewel in the industrial crown of the nation. I, inmy own humble capacity, wish TYA continued success to attain higher andhigher levels of glory and achievement.

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fd report mpm1

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