YAMAHA MOTOR INDIA Pvt. Ltd.

UNDER THE GUIDANCE SUBMITTED BY:

ARPIT ARORA
ENROLLMENTNO.:

B.B.A 2008-11
 PREFACE

A Well planned, properly executed and evaluated

summer training helps a lot in inclucating good work
culture. It provides linkage between the student and
industry in order to develop the awareness of Industrial
approach to problem-solving based on broad
understanding of the plant, machinery process and mode
of operation of industrial organisation.

My project titled “ Study of H.R and Administration

Process at Yamaha Motors India,(Surajpur)Greater noida
Noida”, has enabled me to have broader knowledge
about the H.R and Administraton Process at YAMAHA
MOTOR INDIA PVT. LTD.(Surajpur) Greater NOIDA.
Basically, it has given me the opportunity to have a
detailed study about the existing systems and practices
of the H.R and Administration.

This training has also provided me an opportunity to gain

hand-on-hand practical experience, which have increased
my sphere of knowledge to a great extent.

I have tried to summarize all my observations,

experience and the knowledge acquired in this project
report.
I am very thankful to :

• MR. SUDHIR SHUKLA

• MR. P.P.SHARMA
• MR.ABDUL RUB
• MS.SWAROOPA PATTNAIK
• MS.ABHILASHA DHAKA
• MR.RAJAN VASHIST

For helping me to complete my Summer

Internship successfully.
 Logo
The original logo was submitted to the Government of India by
Escorts Ltd. due to it’s graphical resemblance of Ashoka Chakra.
Next logo was the result of conceptualized planning and graphic
designing 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 formed
which came up with a new logo representing both the companies.
Again in the year 2000, equity of the company has changed
resulting Yamaha74% and Escorts26%, thus changing the logo
and the company’s name to YMEL.

Now, the company being 100% subsidiary holder is known as the

Yamaha Motor India (Pvt.) Limited. The logo of YMC has been
adopted by YMI.
 Overview
Ever since its founding as a motorcycle manufacturer on
1st July, 1955, Yamaha Motor Company has worked to
build its products which stand among the very best in the
world through its constant pursuit of quality; and at the
same time, through these products, it has sought to
contribute to the quality of life of people all over the
world. Following on the success of our Motorcycles,
Yamaha being manufacturing Powerboats and out boards
motors in 1960. Since then, engine and FRP technology
were used as a base to actively diversify and globalize
the area of business. Today our fields of influence extend
from the land to the sea and even into the skies as our
business divisions have grown Motorcycles operations to
include Marine operations, Power Product operations,
Automotive operations, Intelligent Machinery operations,
Aeronautic operations and PAS operations.

Founded : July1, 1955

Capital : 23.2 billion yen (as of March 31, 2001)
Employees : 10,443 (as of March 31, 2001)
Head office : 2500 Shingai,Iwata,Shizoka,Japan
Ch
airman 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 Vehicles
Ever since the founding YMC has been a company that

continues to develop it’s expertise in the fields of small

engines and FRP (fiber glass reinforced plastics)

manufacturing, as well as electronic control

technologies. Yamaha pursue the ideals of building

products of “High Quality” and “High Performance”.

Environment Friendly And

People Friendly
In product building and promotional efforts YAMAHA
takes as one of the fundamental ideals the concept that
products which are people-friendly should also be
environment-friendly, and products that are
environment-friendly should also be people-friendly. This
concept is born of our awareness that “It is the Earth
and irreplaceable natural environment that makes
human life possible.” YMC supply the “power” that
moves people and helps them live to their fullest as
human beings. Yamaha vehicles have the practical
advantage of using the minimum of energy for human
transport that means less negative impact on the
environment.
 Technological Innovation
At the heart of the efforts of environmental preservation
are the environmental management systems designed
and implemented under the ISO 14001 International
Standard. Under the slogan “Absolute Quality Control”
Yamaha was the early adapter of comprehensive quality
control systems and quick to put in place a TPM (Total
Productive Management) program.

Energetic Pursuit Of Sports

Yamaha Motor offers full lineups of products designed
with know how and technologies born of rich experience
in the race arena and built with framed quality to answer
all the desires of people to seek the ultimate joys of
motor sports and pleasure riding.

Producing Means To An
Active Life

At Yamaha business and leisure are treated as

insuperable parts of life that is reason of striving to help
bring people around the world a more active life.
 The Origins of the Yamaha Brand
The YAMAHA brand has its roots in the name of our founder,
Torakusu Yamaha. Familiar with western science and technology
from his youth, Yamaha initially found employment repairing
medical equipment. This led to a request to repair a organ, a
project that resulted in the birth of the Yamaha brand. Confident
of the potential of his business, Yamaha struggled against great
odds to establish Yamaha Organ Works. Entrepreneurial spirit,
far-sightedness, and determination to overcome difficulties fueled
his passion to succeed. This same spirit formed the foundation of
the Yamaha brand, and is a vital legacy of Yamaha Corporation
today.
 Corporate profile and facts about Yamaha
Motor Corporation

Founded July 1, 1955

Capital 48,000 million yen (as of March 31,

2006)

President Takashi Kajikawa

Employees 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,

Japan

Affiliated Consolidated subsidiaries: 110

Companies
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 of

customer satisfaction, using our ingenuity and enthusiasm to enrich
the lives of people around the world.

What is Kando?

Kando is a Japanese word that captures the intense excitement and

deep satisfaction people feel when they experience something of
truly exceptional value. At Yamaha Motor, we seek to make Kando a
distinctive benefit of everything we do by creating products and
services that consistently exceed your expectations.

Still, as powerful as Kando can be, the experience is sometimes

short-lived. People may be touched only for a moment. That's why
we believe it is our unique challenge to make sure that all our
products and services thrill, impress and move you not just the first
time but every time you experience them.

Yamaha Motor Has Made a Fourfold Commitment to Society

At Yamaha Motor, we believe that corporations must make a greater

contribution to society than simply generating income and paying
taxes. For continued growth, it is also essential to develop a
mutually beneficial relationship with the societies we do business in.
That's 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 Serve

Economic: We design and supply products that profit from their

emotional appeal as well as their earth-friendly performance.

Environmental: We work to safeguard and enhance the

environment by reducing harmful emissions, by-products and waste.

Social: We dedicate ourselves to working with localities and regions

to advance societies everywhere we do business.

Ethical: We commit ourselves to full compliance with local and

global laws and regulations in addition to advancing human
resources policies that enhance and enrich the lives of our
employees.
 Business Operations
Yamana Motor divisions, key products

Land 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 around
the world\

Responsibility
Our environmental commitments plus other activities &
programs for communities around the world

Creating kando in everything we do

At Yamaha Motor Company, we seek to create kando with

everything we make and in everything we do. Although our products
are the most visible symbols of this commitment, we are also hard
at work "exceeding your expectations" in a number of less public
arenas.
First and foremost, we take responsibility for creating working
environments around the world that foster excellence as well as a
high degree of individual satisfaction.

Everywhere we do business; we aim to develop products and

products that are compatible with local customs and local resources.
For example, in Sri Lanka, we have designed outboard motors that
run mostly on kerosene, the most affordable fuel in that nation.

Further, in an ever-increasing number of our product categories, we

are researching and developing new technologies that reduce waste,
save energy, conserve resources and even, as in the case of our
unique Truss Reefs, help replenish nature's bounty.

As part of our long-term, company-wide commitment to protecting

and enhancing the environment with the ultimate aim of all-
encompassing sustainability, we have put together a complex and
comprehensive program.

Our program embraces a broad range of activities that aim to

decrease pollutants, eliminate toxic substances and reduce waste.
Highlights of our environmental responsibility program include
commitments 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 competition

At Yamaha Motor, sports activities are a reflection of our

commitment to creating kando. What better way could there be to
stimulate "intense excitement" and "deep satisfaction" than to
support activities that by their very nature embody emotions so
powerful, they transcend the boundaries of race, region and
language?

In addition to our extensive participation in racing, the perfect forum

for spotlighting and testing our most advanced technologies,
Yamaha Motor is also deeply involved with rugby and soccer, both as
a team owner and an official sponsor of sports organizations like the
Asian Football Confederation.
 Yamaha Racing Team

Yamaha Motor has brought together some of the world's finest

riders, support teams and sponsors to create the Yamaha Racing
Team. Participating in many of the most prestigious racing events
around the globe, the Yamaha Racing Team boasts a record of
outstanding performance in event after event, year after year. The
Yamaha Racing Team participates not only in world championship
road races and motocross events but also in

national championships in the United States, Japan and elsewhere,

as well as in trials and in non-motorcycle genres like snowmobile
and kart racing.

Wherever and however we compete, the Yamaha Racing Team takes

full advantage of our most advanced technologies in addition to the
high standards of racing management we have honed over the
years.
-----------------------------------------------------------------------------------------------
The Yamaha Motor Football Club: Jubilo Iwata
Founded in 1972 as the in-company soccer club, Jubilo Iwata first
competed in a regional soccer league as part of our corporate sports
program. In 1979, the Club gained promotion to the First Division of
the Japan Soccer League, winning the League Championship in
1988. The Club was again promoted in 1993, this time to the J
League, Japan's highest level of professional soccer competition, and
proceeded to win season titles in 1997 and 1999. In 2002, the Club
became the first team ever to win both stages. Other notable
achievements include two Emperor's Cup wins (in 1983 and 2004).

Widely recognized as one of Japan's leading soccer teams, Jubilo

Iwata today competes not only in Japan but also in other Asian
nations 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 Yamaha
Motor commitment to kando.

The Yamaha Motor Rugby Team: Jubilo Yamaha

Although Jubilo Yamaha began life as our in-house rugby club in

1984, the Team is today one of the most prominent public "faces" of
our sports promotion activities. After working its way up through
first the C and then the B Leagues of the Kansai corporate rugby
organization, 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 Eight
in the national company rugby championships. In 2003, the Team
finished third in the Top League, the nation's highest level of rugby,
and also, in an impressive show of strength, came in fourth in the
Japan 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 community

relations and regional exchange programs, coaching rugby schools
for both children and adults and participating in community activities
and events such as the Grand Iwata Festival.

History

Our origins, our legacy

Over Five Decades of Passion for Excellence

Yamaha Motor Company was founded as a motorcycle manufacturer
on July 1, 1955. From the very beginning, we have worked to build
products that stand out for their quality wherever they are sold. And
through these same products, we have committed ourselves to
contributing to a higher quality of life for people all over the world.

Over the years, we have diversified into a number of areas of

business. In 1960, we began manufacturing powerboats and
outboard motors.

Subsequently, we have made our proprietary engine and fiberglass-

reinforced plastic (FRP) technologies the basis of our strategy for
expansion and diversification. Today, Yamaha Motor products extend
from land to sea and even into the skies, with manufacturing and
business operations that include everything from motorcycles, PAS
electro-hybrid bikes, marine and power products to automotive
engines, "intelligent" machinery and even unmanned helicopters.

Communication Plaza
Our in-house exhibition forum
The Yamaha Communication Plaza gives members of
the Yamaha family access to an extensive collection
of displays designed to communicate the Yamaha
Motor vision, past, present and future. The Plaza is
also a forum where we can meet to explore ways to
build on the achievements of our forebears and, in so
doing, create new value for the future.
 YAMAHA INFOTECH

YM Infotech, a 100% subsidiary of Yamaha Motor India,

specializes in providing a wide arena of IT services to
its clients with High Quality, Low Cost and Timely
Delivery. Our expertise is not just in the technology
industry but also understanding of
business.processes.

Our endeavor is to help our clients reduce the total

cost of IT operations significantly, while adding best
practices to the business, by utilizing the vast skilled
IT resources available in India with On-site/Offshore
Global Delivery Model
 Corporate Info

Yamaha Motor India (YMI)

Yamaha Motor India (YMI) Ltd. is the fully-owned subsidiary of

Yamaha Motor Co of Japan. YMI was initially known as Yamaha
Motor Escorts Ltd. But the parent company, Yamaha Motor
Company, purchased Escorts Ltd's remaining 26 per cent
holding in their motorcycle joint venture Yamaha Motor Escorts
Ltd in June 2001. It was therefore renamed as Yamaha Motor
India Ltd.

YMI follows Yamaha Motor's corporate mission of creating

'Kando' - a unique Japanese word that means 'touching people's
hearts.' 'Kando' also describes the 'spirit of challenge" to create
new value surpassing customer expectations. YMI is committed
to making products that benefit from the skills and technology
used by Yamaha world-wide.

To fulfill customer satisfaction, and meet the needs of the

Indian market, YMI plans to produce one or more models in the
first year, four models in three years. To achieve these goals,
YMI will pursue three major objectives within the company. The
first is customer satisfaction. The second is strengthening R&D.
YMI's mission is to constantly produce what customers are
looking for, by analysing market trends and changes. The third

objective is to optimize the internal working.system.

YMI's motto is 'Speed, Quality, Yamaha's original design'.

Yamaha is aiming to make a significant contribution to Indian
society and create products that the people of India will take to
their hearts.

Holding the true spirit of commitment to customer satisfaction -

Yamaha Motor India is enriching lives of people with the same
ingenuity and enthusiasm as its parent company - Yamaha
Motor Corporation, Japan. Having operated in India as
technology provider for almost two decades, YMI was
incorporated in August 2001 as a 100'% subsidiary of YMC,
Japan. Since then we have been in the process of redefining our
business processes and extending the awe and power
associated with the legacy of the Yamaha Group.

At YMI two State-of-art manufacturing plants in India i.e

Faridabad and Surajpur a wide range of motorcycles that meet
International technology standards are manufactured.These
cater to domesric as well as international markets.
Corporate Mission - "Creating Kando - Touching Your
Heart" we are striving to touch every Heart across the
length and breadth of India

Kando is a Japanese word for expressing fellings of excitement

and deep satisfaction

MANAGEMENT PRINCIPLES:
These are the means to attain our corporate mission and the cornerstone of our
philosophy

Surpassing Customer Expectations

We are aware of our customers' evolving needs and provide

them with quality products and services of exceptional value
that surpasses their expectations.

Establishing a Corporate environment that fosters self-

esteem

We believe in nurturing and empowering our employees to the

fullest. Whilst cultivating our employees creativity and all round
abilities, we have also established an equitable system of
evaluation and rewards to encourage our people to strive
towards newer benchmarks.

Fulfilling social responsibilities

As a good corporate citizen, we continually strive towards

creating a better social as well as natural environment.
 Manufacturing Process
YMl's manufacturing facilities comprises of 2 state-of-the-art
Plants at - Faridabad (Haryana) and Surajpur (Uttar
Pradesh). Currently 10 models roll out of the two Yamaha
Plants.

The infrastructure at both the plants supports production of

motorcycles and it's parts for the domestic as well as oversees
market. At the core are the 5-S and TPM activities that fuel our
agile Manufacturing Processes. We have In-house facility for
Machining, Welding processes as well as finishing processes of
Electroplating and Painting till the assembly line.

The stringent Quality Assurance norms ensure that our

motorcycles meet the reputed International standards of
excellence in every sphere.

As an Environmentally sensitive organization we have the

concept of "Environment-friendly technology" ingrained in our
Corporate Philosophy. The Company boasts of effluent
Treatment plant, Rain water - Harvesting mechanism, a
motivated forestation drive. The IS0-14001 certification is on
the anvil - early next year. All our endeavors give us reason to
believe that sustainable development for Yamaha will not
remain merely an idea in pipeline.

We believe in taking care of not only Your Motoring Needs but

also the needs of Future Generations to come.
Indian joint venture motorcycle manufacturing company
becomes 100% YMC owned

Company name changed to Yamaha Motor India Private

Limited
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
company's 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 Indian
market. In November of 1995, the two companies established
the joint venture company Escorts Yamaha Motor Limited,
based on a 50-50 capital investment. In June of 2000, that
investment ratio was changed to 74% for YMC and 26% for
Escorts Limited and YMC assumed managerial control of the
company with the name being changed to YMEL and
undertook numerous measures to build the company's
motorcycle manufacturing and marketing operations.
In addition to YMC acquiring Escorts' 26% of YMEL stock, the
company's name will be changed to Yamaha Motor India
Private Limited (YMI) and concerted efforts will be made to
heighten its competitiveness in the Indian market and
promote the spread of the Yamaha brand with target themes
of developing products with greater appeal and a distribution
network that can respond more quickly to user needs.
Furthermore, YMC will work to develop YMI as an exporter of
business type motorcycles to neighboring countries and other
markets such as Africa and Latin America, and also as a
production base that can assume a variety of roles in
Yamaha's global manufacturing network.
Presently, India's annual motorcycle demand has grown to
exceed 3.8 million units, which makes it the second largest
market in the world, with steady growth is anticipated for the
future. Now that YMI has become a 100% YMC subsidiary, the
introduction of several new models is planned, and it is our
goal to increase annual production to 350,000 units in the
fiscal year 2001 and to 550,000 units by the fiscal year 2003.

Profile of Yamaha Motor India Private

Limited

PARENT COMPANY : Yamaha Motor Co., Ltd., Japan

MANAGING DIRECTOR : T. Ishikawa San

CAPITAL : Rs. 555 Cr.
(130 million US$)
CAPACITY : 3, 50,000 Motorcycles
MARKET SHARE : 6%
MANUFACTURING UNITS : Faridabad
Surajpur
 MILESTONES

1960: Indian partners, Escorts Group secured license under

technical collaboration with CEKOP Poland.

1979: Entered into technical collaboration with YMC of Japan

for manufacturing 350cc motorcycles.

1983: Obtained letter of Intent FOR 100cc motorcycle in

market all over India.Setup CNC cell in the organization

1985: Started manufacturing of RX-100 motorcycle in

technical collaboration with YMC, Japan at Surajpur plant.

1995: 50: 50 Joint venture company formed with Escorts

Group.

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
FARIDABAD
Established : 1964
Area (sq ft) : 1,080,078
Distance from : New Delhi: 35 Kms
Surajpur: 45 Kms
• Parts Mfg
• Machining
• Heat Treatment
• Painting
• Plating

SURAJPUR
Established : 1985
Area (sq ft) : 3,780,900
Distance from : New Delhi: 35 Kms
Faridabad: 45 Kms
Models: FAZER
ENTICER
LIBERO
CRUX
RX100
GLADIATOR
 Yamaha Motors India Pvt. Limited

 Registered Office
103, Ashoka Estate
Barakhamba Road
New Delhi

 Faridabad Plant
19/6 Mathura Road
Faridabad

 Surajpur Plant
A-3
Surajpur Industrial Area
Noida - Dadri Road
Surajpur.
 HIERARCHIAL STRUCTURE

Managing Director & CEO

Executive Committee

Senior Vice President TOP MANAGEMENT

Vice President
Associate Vice President

Chief General Manager SENIOR

General Manager
MANAGEMENT
Deputy General Manager

Chief Manager (M6-M8) MIDDLE

Manager (M3-M5)
MANAGEMENT
Assistant Manager (M2)

Senior Superintendent (JM IV)

Senior Officer (JM III)
JUNIOR
Officer (JM II)
Assistant Officer (JM I) MANAGEMENT

Highly Skilled (E 07-E 12) OPERATIVE &

OPERATIVE STAFF
Skilled (E 04-E 06)
Semi Skilled (E 02-E 03) (Unionized Cadre)
Unskilled (E 01)

POLICIES & RULES

WORKING HOURS
8.00a.m. – 4:30p.m. - 1st Shift
 4:30p.m. – 1:00a.m. - 2nd Shift
1.00a.m. – 8.00a.m. - 3rd Shift
LEAVE POLICY
Casual Leave (CL) : 7/year
Sick Leave (SL) : 7/year
Earned Leave (EL): 30/year
STAFFING POLICY
Probation period : 6 months
SEPARATION POLICY
Supervisor : 1 month
Manager : 2 months
DGM & Above : 2 months
RETIREMENT POLICY
All : 58 yrs
Directors : 60 yrs

DEPARTMENTAL SET OF DIVISIONS

Manufacturing Manufacturing

Operations Plant Engineering & maintenance

Product Planning &Control
Stores & Inventory control
Quality Assurance Quality Control
 Inspection
Manufacturing Production Management

Engineering Industrial Engineering

Tool Engineering
Marketing Planning & Advertising
Sales
Service
Exports
Spare Parts
Personnel & Industrial Relations

Administration Administration
Security
Human Resource
Product Engineering Design
Testing
Technical Administration
Project Planning
Corporate Planning
Business Planning

Finance Corporate Finance

Accounts

Company Secretariat
Materials Purchase
Materials Development
ACHIEVING 90%OF EMPLOYEE
MOTIVATION
 PERFROMANCE ORIENTED
CULTURE

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 Environment

INTRODUCTION 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 to
competencies.
3. Developing competencies that enhance individual and
organizational performance.
4. Increasing the innovation, creativity and flexibility necessary
to enhance competitiveness.
5. Applying new approaches to work process design, succession
planning, career development and inter-organizational mobility.
6. Managing the implementation and integration of technology
through improved staffing, training and communication with
employees.

Human Resources has at least two meanings depending on

context. Most common within corporations and businesses,
human resources refers to the individuals within the firm, and
to the portion of the firm's organization that deals with the
hiring, firing, training, and other personnel issues. This usage is
derived from the original meaning of human resources as
variously defined in political economy and economics, where it
was traditionally called labor, one of three factors of production

Human resources within firms

Though human resources have been part of business and
organizations since the first days of agriculture, the modern
concept of human resources began in reaction to the efficiency
focus of Taylorism in the early 1900s. By 1920, psychologists
and employment experts in the United States started the
human relations movement, which viewed workers in terms of
their psychology and fit with companies, rather than as
interchangeable parts. This movement grew throughout the
middle of the 20th century, placing emphasis on how
leadership, cohesion, and loyalty played important roles in
organizational success. Although this view was increasingly
challenged by more quantitatively rigorous and less "soft"
management techniques in the 1960s and beyond, human
resources had gained a permanent role within the firm.
Human resources administration
outsourcing
In recent years, the number of human resources outsourcing
companies has increased dramatically. This indicates that many
small-to-medium-sized businesses are discovering the benefits
that come with enlisting professional help for a wide range of
administrative tasks. Freeing up members of staff to spend
their time doing what they excel at, as opposed to HR issues for
which they may not be qualified, can make a tremendous
difference to any business's efficiency. HR outsourcing
companies are well-known for their ability to take care of
payroll. However, their professional assistance need not end
there. Just some of the additional tasks they can take on and
help organize include retirement plan administration, expense
management, employee benefits, labor management, tax
compliance, and screening and selection services. Indeed, some
companies are now outsourcing their entire human resources
operation to top professional employer organizations.

Human resource management

Human Resource Management (HRM) is both an academic
theory and a business practice. It is based on the notion that
employees are firstly human, and secondly should NOT be
treated as a basic business resource. HRM is also seen as an
understanding of the human aspect of a company and its
strategic importance. HRM is seen as moving on from a simple
"personnel" approach (or was supposed to) because it is
preventative of potential problems, and secondly it should be a
major aspect of the company philosophy, in which all managers
and employees are champions of HRM-based policies and
philosophy.

It is staffing function of the organization. It includes the

activities 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 they
are 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 the
form of qualifications (educational or professional), experience
in a job requiring the relevant skills or the testimony of
references. Employment agencies may also give computerized
tests to assess an individual's off hand knowledge of software
packages or typing skills. At a more basic level written tests
may be given to assess numeracy and literacy. A candidate
may also be assessed on the basis of an interview. Sometimes
candidates will be requested to provide a résumé (also known
as a CV) or to complete an application form to provide this
evidence.
The follow-up process may be referred to as part of the
recruitment process: inveigling the selected candidate or
candidates to take up the target job or function. This applies
particularly in filling positions in the military or in expanding the
human resource base of a cult.
Head-hunting is a frequently used name when referring to
recruiters, but there are significant differences. In general, a
company would employ a head-hunter when the normal
recruitment efforts have failed to provide a viable candidate for
the 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 candidates
office and will purchase expensives lists of names and job titles.
In general, recruiters will do their best to attract candidates for
specific 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 recruitment
comprises 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 of
business process outsourcing (BPO) when an employer
outsources or transfers all or part of the staffing process to an
external service provider.
A true or total RPO solution involves the outsourcing of the
entire recruiting function or process to an external service
provider. This provider serves to provide the necessary skills,
tools, technologies, and activities to serve as their client's
virtual "recruiting department". This definition differs from
occasional recruiting support often provided by many
temporary, contingency, and executive search firms. While
these organizations do provide an invaluable service, they do
not qualify as RPO as it does not involve the outsourcing of the
recruiting process.

Recruitment:At YAMAHA Recruitement is done for three

types 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: Preliaminary
interview helps rejects misfits for reasons, which did
not.appear.in.the.application,forms.Besides,preliaminary
interview, often called” courtesy interview”, is a good
public relation exercise. In this sequential interview is
taken in case of permanent employee and one-to-one in
case of casual and contractual employees, it helps in
utilizing the strength and knowledge-base of each
interviewer, so that each interviewer can ask questions
in 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 MANAGEMENT

ISSUE OF APPOINTMENT LETTER: The candidate will

be issued an Appointment Letter after joining. The terms of
employment will be stated in the Appointment Letter.It
includes: Probabation.period, effective.date.of.appointment,
designation, department, place.of posting, repoting to the
concerned person, salary and guidelines of payment, HRA, etc.

INDUCTION OR ORIENTATION: Orientation or Induction at

YAMAHA is the process by which a new employee learns about, and
becomes part of the YAMAHA Family. A good induction program provides
the necessary information, resources and motivation to assist a new
employee to adjust to the work environment as quickly as possible. It also
shows that YAMAHA is committed to the new staff member.

It is a planed and systematic introduction of employees to their jobs,their

co-workers and trhe organisation.The idea is to make the new employees
feel’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 DEVELOPMENT

PERFORMANCE APPRAISAL: It is an objective

assessment of an individual’s performance against well
defined benchmark, The performance being measured
against such factors as job knowledge, quality and quantity
of output, initiative,leadership abilities
supervision,dependability,cooperation,judgement,versatility,h
ealth and the like. Assessment should not be confined to past
performance alone. Potentials of the employee for future
performance 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 provide
objective feedback as also development input to the
employee.Performance Review forms an input to the
reward 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 productive

exploitation of manpower resources. This is also termed as
‘Manpower Management’. Manpower Management is choosing the
proper type of people as and when required. It also takes into
account the upgrading in existing people. Manpower Management
starts with manpower planning. Every manager in an organization is
a personnel man, dealing with people.
The process by which management ensures that it has the right
personnel, who are capable of completing those tasks that help
the organization reach its objectives.

Definition and importance of manpower Planning:

Planning is nothing but using the available assets for the
effective implementation of the production plans. After the
preparing the plans, people are grouped together to achieve
organizational.objectives.
Planning is concerned with coordinating, motivating and
controlling of the various activities within the organization. Time
required for acquiring the material, capital and machinery
should be taken into account. Manager has to reasonably
predict future events and plan out the production. The basic
purpose of the management is to increase the production, so
that the profit margin can be increased. Manager has to guess
the future business and to take timely and correct decisions in
respect of company objectives, policies and cost performances.
The plans need to be supported by all the members of the
organization. Planning is making a decision in advance what is
to be done. It is the willpower of course of action to achieve the
desired results. It is a kind of future picture where events are
sketched. It can be defined as a mental process requiring the
use of intellectual faculty, imagination, foresight and
sound.judgment.
It involves problem solving and decision making. Management
has to prepare for short term strategy and measure the
achievements, while the long term plans are prepared to
develop the better and new products, services, expansion to
keep the interest of the owners.

Advantages of manpower planning:

Manpower planning ensures optimum use of available human
resources.
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 the
organization.
6. It opens possibility for workers for future promotions, thus
providing incentive.
7. It creates healthy atmosphere of encouragement and
motivation in the
organization.
8. Training becomes effective.
9. It provides help for career development of the employees.

Steps in Manpower planning

1. Predict manpower plans
2. Design job description and the job requirements
3. 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, transfer
and other issues.
7. See for replacement due to accident, death, dismissals and
promotion.

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 mental
development, which is dissimilar in case of different individuals is the
result of genetic differences.
2. Climate: Climatic location has a definite effect on the efficiency of the
workers.
3. Health of worker: worker’s physical condition plays a very important
part in performing the work. Good health means the sound mind, in the
sound body.
4. General and technical education: education provides a definite impact
n the working ability and efficiency of the worker.
5. Personal qualities: persons with dissimilar personal qualities bound to
have definite differences in their behaviour and methods of working. The
personal 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. This
provides incentive to work.
7. Hours of work: long and tiring hours of work exercise have bad effect
on the competence of the workers.

Downsizing of manpower:
Downsizing of manpower gives the correct picture about the number of
people to be employed to complete given task in the predetermined
period. It is used for achieving fundamental growth in the concern. It can
work out the correct price by the resource building or capacity building. It
aims at correct place, correct man on a correct job.
Thus manpower planning is must to make the optimum utilization of the
greatest resource available i.e. manpower for the success of any
organization.

COMPENSATION AND BENEFIT:

• SALARY SURVEY
• SETTING SALARY SLABS
• NEGOTIATION ON SALARY
• ALLOWANCE AND REIMBURSMENT
SUCCESSION PLANNING: Succession planning is a
process whereby an organization ensures that employees are
recruited and developed to fill each key role within the
company. Through your succession planning process, you
recruit superior employees, develop their knowledge, skills, and
abilities, and prepare them for advancement or promotion into
ever more challenging roles.
Through succession planning process, also retain superior
employees because they appreciate the time, attention, and
development that you are investing in them. To effectively do
succession planning in your organization, an organization must
identify the organization’s long term goals. Organization must
hire superior staff.
Organization need to identify and understand the
developmental needs of your employees. Organization must
ensure that all key employees understand their career paths
and the roles they are being developed to fill.
Itis the use of a deliberate process to ensure that staffs are
developed who are able to replace senior management as
required.

Succession planning enables organization to identify talented

employees and provide education to develop them for future
higher level and broader responsibilities. Succession planning
helps organization "build bench strength." Succession planning
helps organization to decide where people belong on the bus

CAREER PLANNING:Career Planing for new employees joined

in the organisation is done by H.R Department.
EMPLOYEE MOTIVATION:Employee Motivation is a very
important aspects of an organisation.Motivation in simple terms
may be understood as the set of forces that cause empoyee to
behave in certain ways.Motivation process include with
identifying EMPOYEESneeds,searches way to satisfy
needs,engagaes goal-directed behaviour performs,receive
either rewards or punishment,reassess needs deficiencies
POLICY FORMULATION: One of the major activities of
H.R also includes Policy formulation.Formulation of various
policies of the organization is called policy formulation.Eg. of
policies are Promotion Policy,Staffing Policy,Performance
Management Policy,Leave Policy,Transfer and Travel Policy

SERVICE BOND: It is a way to retain employees on whom a

company has invested precious time and money
Service bonds are of two types
• EMPLOYEE BOND
• TRAINING BOND

EXIT ANALYSIS(FULL AND FINAL

SETTLEMENT):After the acceptance of resignation by the
Division Head and Head HR department ,after acceptance of
resignation 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 are
designed to increase employees' understanding of the organisation, utilise
their talents, enable them to influence decisions, and encourage their
commitment 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 employees
There 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 of
employee involvement. It is important to create the right
climate and maintain communications systems which aid a free
flow of information within an organisation. Regular meetings
also help to involve employees. For further information see the
section on Communications.

Employee representation
Involvement through representatives can take a variety of
forms. The most common form of representation is through
trade unions and employees have the right to be a member of a
trade union, or not to be a member.
Employees also have the right not to be excluded or expelled
from a trade union except for certain permitted reasons.
In some companies representation is through works or office
committees or staff associations. Collective bargaining - the
principal method of involvement through representatives - is
dealt with separately.
Joint consultation
Joint consultation is the process by which management involves
employees through their representatives in discussion on
relevant matters which affect or concern those they represent.
This process allows employees the opportunity to influence the
proposal 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 circles
Quality circles are small groups of employees, usually led by a
supervisor, who meet regularly to solve problems and to find
ways of improving aspects of their work. The circle presents
recommendations to management and is normally involved in
subsequent implementation and monitoring. A facilitator is
usually 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 circle's 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 participation
Financial participation through share ownership or periodic
sharing of profits can help increase employees' awareness of
the financial and market forces affecting a company's
performance. This can help employees identify with the
progress of their own company and create a more committed
workforce.
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 work
successfully?
Financial participation is unlikely to be successful if there are
weaknesses in existing payment systems. Organisations should
therefore examine their wage structure and pay rates to make
sure they are fair and are understood by employees. In addition
financial 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 involvement

Other 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,etc

H.R.I.S (HUMAN RESOURCE INFORMATION

SYSTEM):The HRIS is a systematic procedure for
collecting,storing,maintaining,retrieving and validating data
needed by an organization about its human resources.The HRIS
is usually a part of the organisation’s larger management
information system(MIS).The HRIS need not be complex oe
even computerized,but computerization has its own advantage
of providing more accurate and timely data for decision
making.In short,it means an integrated system designed to
provide information used in HR decision making.
The areas of application of of HRIS are many.Some of them
include:
• 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 FILE

MANAGEMENT is a systematic procedure for
collecting,storing,maintaining,retrieving and validating data
employees 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 that
candidate 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,etc

HR AUDIT: It is a tool which helps assess effectiveness of HR

function of an organization. It is tool for evaluating the
personnel activities of an organization. The audit may include
one division or an entire company. It gives feedback about the
HR functions to operating managers and HR specialist. It also
provides feedback about how well managers are meeting their
HR duties. In short,the audit is overall quality control check on
HR activities in a division or company and evaluation of these
activities support the organizations.HR audit that continually
attempts to quantify the value of organizational human
resources.
At YAMAHA HR Audit is done by MERCER HR CONSULTING.
CERTIFICATE ISSUE: The other minor activity of HR is
issue of certificate. Many of the employees want to pursue
higher studies for their career development for that he has to
submit his/her proof of experience in form of experience
certificate to the educational institutes and other related
matters. For issuance of his/her certificates an employee has to
give an written request duly signed by the his head of
department to the HR department with his signature and
provide necessary details any a copy of his letter is kept in his
personal file. Salary certificates, experience certicates,
character certificate, summer training certificate, training
certificate are some of the e.g. of certificates issued.

WELCOME NOTE: Whenever a new employee joins the

YAMAHA family, a welcome note is send to all the employees of
the organization stating brief information about the newly
joined employee.

BIRTHDAY’S CELEBRATION

FAIRWELLS CELEBRATION

SUMMER TRAINING: A Well planned, properly executed

and evaluated summer training helps a lot in inclucating good
work culture. It provides linkage between the student and
industry in order to develop the awareness of Industrial
approach to problem-solving based on broad understanding of
the plant, machinery process and mode of operation of
industrial organisation.
One of the major process of H.R is also to provide summer
training to students pursuing professional courses.The H.R
department issues summer training letter to the suitable
candidates

YAMAHA provides summer training to the students from

Management institutes and engineering institutes.

MIS (MANAGEMENT INFORMATION SYSTEM)

 TRANSPORTATION
1) 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
 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-
 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 Month
 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.
 Contractor provides Transport faciity to the company
 Transport Department provides shuttle facility to the
managers(in case of overtime)if they send the request to
Transport Department
 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 are
issued.
After issuance of warning letter, if no improvement in timing is
seen – termination of contract/action concerned employee if found
guilty.
 DISPENSARY
YAMAHA maintains its own dispensary within the campus. Employees
whether casual,contractual or regular can avail medical facility in case of
minor injury. The dispensary provides first-aid facility only. In case of
major injury or sickness patients is referred to other city hospitals like
AIIMS, Kailash Hospital, Apollo Hospital, Escort Hospital etc.
 The dispensary is equipped with all necessary medicines
 Some medicines are given free of cost to the patients while
others are provided at subsidized rates
 The dispensary is controlled by Manager(Personnel &
Administration) and workers.
 Dispensary has 2 MBBS Doctors known as medical officer,4
govt certified compounders, 3 bedded room separate for men
and women
 Dispensary has its own ambulance,and in case of emergency
transport vehicles are used.
 Yamaha has tied up with Apollo Hospital, Kailash Hospital,
Metro Hospital and other nearby hospitals to provide medical
facilities to their employees
 For Regular employees YAMAHA has Hospitalisation
Scheme and for Contractual and Casual employees company
has Employee State Insurance(E.S.I)
 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.
 The function of mail room is receiving of
incoming and outgoing of mails.
 The incoming mails are categorised according to
the employee /department and are delivery to the
concerned employee/department.
 Custom duty on parcel is duly paid my mail
room.
 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 ).
 A shuttle arrangement is there which collects
and delievered the mails within two plants (i.e
Surajpur and Faridabad).
 Ordinary mails are despatched to all India
dealers
 Urgent mails are send through couriers and not
urgent mails are send through ordinary post.
  Employees are appointed to receive and
delivered mails within department or to concerned
employee

SAFETY AND HEALTH

ENVIRONMENT, HEALTH & SAFETY

(EHS) POLICY

YAMAHA MOTOR INDIA PVT. LTD. Manufacturer of two

wheelers is committed towards continual improvement

of its EHS performance through implements EHS

management system in its activity by-

 Complying with applicable EHS legal and

regulatory requirements.

 Conserving natural resources, reducing waste

and increasing green cover.

 Striving towards prevention of pollution.

 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.

INTRODUCTION
Organizations are obliged to provide employees with a safe and
healthy environment. Health is a general state of physical
mental and emotional well being. Safety is protection of a
person’s physical health.

NEED
Industrial 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 work
or conditions in which it is carried on.

SAFETY:
A well managed factory will see to it that there are no physical
hazards 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 is
controlled by a Safety Manager (Manager P&A)
 Various safety programmes are conducted.
 Mock drills are conducted at a regular interval of
time.
 Workers and Employees are provided education
about safety,and safety training is provided to
them.
 Workers and Employees are motivated to adapt
safety programmes,via
training,posters,stickers,slogans,etc
 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.
 2,50,000 litre of water is dedicated for fire
purpose.
 Fire Tender Van is always kept ready in the
plant,which has 1500 litre capacity of water in it.
 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.
 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 SAFETY

The Factories Act, 1948, lays emphasis on the following

safety 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 measure

of social insurance embodied in the employee’s state insurance act and is
designed to accomplished the task of protecting employees as define in
the act against the hazards of sickness, maternity, disablement and death
due to employment injury and to provide medical care to insured persons
and progressively to their families. The scheme initially covered
employees of non -seasonal power using factories employing 20 or more
persons

YAMAHA MOTOR INDIA PVT. LTD. - Provide the facilities of ESI to

the employees earning upto 7500/- Rs. Per Month. Many workers in
YAMAHA at present are covered in ESI scheme
The Employee’s State Insurance Scheme is administered by a corporate
body call the Employee’s State Insurance Corporation which has
members 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 car

E.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 1995

In 1971 Govt. Introduced a scheme called Family Pension

Scheme. In this Scheme if an employee expires during
his service his nominee can get Pension. But in
November 1995 this scheme has been ammended called
Pension Scheme 1995. Those employees who are the
member of Family Pension scheme are automatically the
members of this scheme. And the person who get RS.
7500/- at the time of joining becomes the member of this
scheme. Employees who complete 10 year of service are
eligible to get pension.
 EMPLOYEES PROVIDENT FUND ACT 1952

The Employees Provident Fund Act, 1952 is a step in aid towards the
attainment of Social Security of employees working in the factories and
various other Establishments. In order to smooth functioning of the
Employees Provident Fund Scheme following points should be taken care
of:

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.

INSURANCE
Insurance is a form of risk management primarily used to hedge against
the risk of potential financial loss. Ideally, insurance is defined as the
equitable transfer of the risk of a potential loss, from one entity to
another, in exchange for a reasonable fee known as premium.

YAMAHA provides two types of insurance to its employees i.e

 MEDICLAIM
 PERSONAL ACCIDENT POLICY

MEDICLAIM: This insurance policy can be used to protect the insured

party against expenses incurred for hospitalisation for illness/ injury/
diseases as well as domiciliary hospitalisation. It also includes hospital
room and operation theatre charges, diagnostic tests, cost of medicines,
blood transfusions, oxygen cylinders as well as cost of appliances like
pacemakers, artificial limbs, etc.
Suitable for
This 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 covered
This insurance policy protects the insured from the risks of illness or
disease or accidental injury sustained.
Compensation offered
This 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 regular

employees .All regular employees are covered under this policy.
 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.
 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.
 The policy is categorized according to:
 Category 4 : Workers and Staff
Category 3 : Supervisors
Category 2 : Managers
Category 1 : DGM and above


 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 7,50,000
 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 to
indemnify himself or herself against personal accident. This insurance policy is
ideal for insuring the risk of any accidental death / injury during the policy
period.

Risks covered
This insurance policy provides compensation in event of any
death / injury during the policy period.
Compensation offered:
In any accidental injury being the sole and direct cause (within 12 calendar
months) results in
Death 100 percent of Sum Insured
Permanent total disability 100 percent of Sum Insured
Loss of two limbs / two eyes or one 100 percent of Sum Insured
eye and one limb
Loss of one limb or one eye 50 percent of Sum Insured
Permanent partial disability Varying percentage of Sum Insured
as per policy
Temporary total disability 1 percent of Sum Insured payable
on a weekly basis, subject to a
 maximum of Rs.3,000/-
YAMAHA provides PERSONAL ACCIDENT POLICY facility to all its
regular employees .All regular employees are covered under this
policy.
Yearly premium is paid by the company

The policy is categorized according to:

Category 4 : Workers and Staff

Category 3 : Supervisors
Category 2 : Managers
Category 1 : DGM and above

The 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 employee

pays 11 RS and management pays 16 RS

Two menu are made in a year-

Summer season menu

Winter season menu
There are one canteen manager appointed by the company,5-6 supervisors and

82 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.Proper

hygienic conditions are maintained in the canteen.Disciplinary actions like

suspension,wage cut is taken against canteen workers for their misconduct.

Catering for 3000 peoples are is done in a day which include

employees,contractor,guests,etc ,canteen is runned in two shifts ‘A’ Shift and

‘B’ Shift.
 TIME OFFICE
Time office plays a very vital role in day to day working of the company, it
provides information to management regarding employees day to day
attendance,leave,joining of new candidates, summer trainees etc.
YAMAHA has its own time office which is open 24 hours a day
A MANAGER (PERSONNEL AND ADMINISTRATION) is appointed to co-
ordinate; control all the activities of Time office

Functions 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 card
Time office has a separate box for leave application in which an employee has to
drop an application of leave.
Time office issues Attendance card cum Identity card to employees,the card has
to be punched by the employee in the machine which is installed in various
department. A person is send to each department with the attendance sheet of the
day and the head of that department has to sign on that sheet checking the no. of
employees being present.In case,an employee forgets to punch his attendance
card,he has to fill a forget punch card with the signature of his head of the
department.

SECURITY
Security is very important issue in an Industry.At YAMAHA strict security
system is followed.

Company appoints one Chief Security Officer,12 Security Officer,which co-

ordinates all the activities related to security

50 security guards are alloted ,

Security guard report to security oficer,and security oficer reports to chief

security 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 alloted

Functions of security at YAMAHA are:

• Security cover
• Fire fighting
• Receive and despatch of material
• Store check

Proper training are provided to security personnels.