HMT Ajmer Trade Union

76
Introduction To the Industry INTRODUCTION – HMT AS A WHOLE BACKGROUND HISTORY OF HMT LIMITED: When India achieved independence in 1947, there was hardly any industrial base in the country. Right form the prior H.M.T. has played an important role in providing the much needed industrial base as well as a launching pad for the growth & development of the country. HMT was conceived by the Government of India in 1949, and was incorporated in 1953, with the objective of producing a limited range of machine tools, required for building an industrial edifice for the country. HMT Limited was established in 1953 in technical collaboration with M/s Orleikon of Switzerland. Over the years, new products have been added to its manufacturing range. It has technical collaboration with over 30 leading International Engineering Companies for manufacture of various products HMT’s diversified product range includes Machine Tools, Watches, Tractors, Printing Machine Press, Di-Casting and Plastic Injection, Moulding Machines, Food Processing Machinery, CNC Systems, Bal Screws etc. This Unit was established as Machine Tool Corporation of India limited in January 1964 keeping in view the Government Policy of differing new industries in under developed areas of the country and achieving self reliance in production of Grinding Machine Tools which were imported. 1

Transcript of HMT Ajmer Trade Union

Page 1: HMT Ajmer Trade Union

Introduction To the Industry

INTRODUCTION – HMT AS A WHOLE

BACKGROUND HISTORY OF HMT LIMITED:

When India achieved independence in 1947, there was hardly any industrial base in

the country. Right form the prior H.M.T. has played an important role in providing the much

needed industrial base as well as a launching pad for the growth & development of the

country.

HMT was conceived by the Government of India in 1949, and was incorporated in

1953, with the objective of producing a limited range of machine tools, required for building

an industrial edifice for the country.

HMT Limited was established in 1953 in technical collaboration with M/s Orleikon of

Switzerland. Over the years, new products have been added to its manufacturing range. It

has technical collaboration with over 30 leading International Engineering Companies for

manufacture of various products HMT’s diversified product range includes Machine Tools,

Watches, Tractors, Printing Machine Press, Di-Casting and Plastic Injection, Moulding

Machines, Food Processing Machinery, CNC Systems, Bal Screws etc.

This Unit was established as Machine Tool Corporation of India limited in January

1964 keeping in view the Government Policy of differing new industries in under developed

areas of the country and achieving self reliance in production of Grinding Machine Tools

which were imported.

This Unit was started 1970-71 with a production of Rs. 8.64 Lack faces with difficulty

in procurement of quality Machine Tool Casings a captive Foundry Plant was installed in

193 with a capital of about Rs.2 Crore.

This Unit was subsequently merged with HMT Ltd. On 1st April 1975 as sixth

Machine Tool Plant with this merger; the Unit got backup support of HMT. The basic plant

was established with the collaboration of the Czechoslovakian firms, M/s Skoda Export,

Praha and German firm WMW, then in East Germany.

1

Page 2: HMT Ajmer Trade Union

Today, HMT is a Multi-Product, Multi Technology Engineering Complex with

strengths comprising of:

16 Manufacturing Units / 22 Product Division

Assets Worth over US$ 250 Million

ISO-9000 accreditation

the widest range of machine tools, ranging from General- purpose lathes to CNC

turning machine centers.

Source of qualified and experienced Manpower.

HMT Corporate Mission:

To establish ourselves as one of the Worlds companies in the engineering field

having strong international competitiveness.

To achieve market leadership in India through ensuring customer satisfaction by

supplying internationally competitive products and services.

To achieve sustained growth in the earnings of the group on behalf of shareholders.

To produce and market engineering goods and services of world class excellence

for satisfying the aspiration of the stake holders through total performance leadership,

consistent with the national socio-economic needs and priorities.

2

Page 3: HMT Ajmer Trade Union

Board of Directors

Shri A.V. Kamat : - Chairman

Dr. Surajit Mitra : - Director

Dr. B.B.L. Madhukar : - Special Director (BIFR)

Dr. S.K. Gupta : - Director

Shri K.H.Suresh :- Director (Technology)

Shri V. Hemachandra Babu : - Managing Director (Machine tools)

Birth Of HMT : - Pt. Jawahar Lal Nehru

Inaugurated HMT’s

First manufacturing unit

(MT, Bangalore on June 10, 1955).

3

Page 4: HMT Ajmer Trade Union

Introduction To the Organization

HMT AJMER UNIT PROFILE

MTA AT A GLANCE

Date of Registration 11-01-1967

Commencement of Production 1970-71

Merger with HMT 1-04-1975

Capital Employed(as on 1.4.2007) 201 Lacs.

Land Area –Total 178 Acres

Plant Foundry 62 Acres

Township 116 Acres

Covered Area (Plant) 31848 Sq. M.

No. of Quarters 136

Power Required 4.00 Lacs Units/Month

No. of Employees (as on 31.5.2009) 424

No. of Machines 250

ISO-9001 Certified 1994

Unit situated area 178 acres

[62 acres : For factory campus

166 acres : for township

136 quarters : for housing its employees]

Workforce 426

[Officers : 108

Workers : 318]

Cost of Machines working in the unit 6 Lacs up to 1 CR.60 Lacs

No. Of machine shops 180

Working shifts 4

[‘A’ shift - (6.00am to 2.00pm)

‘B’ shift - (2.00pm to 10.00pm)

‘C’ shift - (10.oopm to 8.00am)

‘General’ shift - 8.30am to 4.30pm)]

4

Page 5: HMT Ajmer Trade Union

OTHER SERVICES OFFERED

1) Manufactures of hydraulic groups for defence, hydraulic assembly for tractors.

2) Manufactures of high precision and critical items and assemblies.

3) Manufactures of jigs and fixtures and tooling for various machinery.

4) Supply of casting.

5) Reconditioning and retrofitting of old machines.

6) Chemical, mechanical and meteorological tests.

7) Checking and calibration of instruments and machines.

8) Training to outsiders /students/customers.

5

YEAR UNITS/DIVISION LOCATION STATE

1953

1961

1962

1963

1965

1967

1971

1971

1972

1972

1973

1975

1975

1975

1978

1981

1981

1982

1983

1985

1986

1991

Machine Tools I

Machine Tools II

Watch Factory I

Machine Tools III

Machine Tools IV

Machine Tools V

Tractor Division

Die Casting Division

Printing Machine Division

Watch Factory II

Precision Machine Division

Machine Tools VI

HMT (International) Ltd.

Watch Factory III

Watch Factory IV

HMT Bearing Ltd.

Quartz Analog Watches

Watch Factory V

Stepper Motor Division

Ball Screw Division

CNC System Division

Central Re-Conditioning

Banglore

Banglore

Banglore

Pinjore

Kalamessery

Hyderabad

Pinjore

Banglore

Kalamessery

Banglore

Banglore

Ajmer

Banglore

Sri Nagar

Tumkur

Hyderabad

Banglore

Ranibagh

Tumkur

Banglore

Banglore

Banglore

Karnataka

Karnataka

Karnataka

Haryana

Kerala

Andhra Pradesh

Haryana

Karnataka

Kerala

Karnataka

Karnataka

Rajasthan

Karnataka

Jammu & Kashmir

Karnataka

Andhra Pradesh

Karnataka

Uttar Pradesh

Karnataka

Karnataka

Karnataka

Karnataka

Page 6: HMT Ajmer Trade Union

PRODUCT & SERVICE

1. Machine Tools

2. Project Consultancy

3. Tractor & Agricultural Implements

4. Watches

5. Bearing

6. Printing Machinery

7. Software & IT Services

8. Imports

The unit was established at Ajmer as “MACHINE TOOL CORPORATION OF INDIA

LIMITED” a government of India undertaking in January, 1967bin collaboration with M/s.

WMW, GDR, the then east Germany, for the purpose of making India self-reliant in

manufacture of precision grinding machines. This unit was merged with M/s.HMT Limited in

1975.

From 1.4.2000 it became a unit of HMT MACHINE TOOLS LTD., a wholly owned

subsidiary of HMT Limited.

This unit is situated over 178 acres of land, out of which 62 acres are for factory campus

and 116 acres for township comprising 136 quarters for housing its employees with

community centre, club, playground, etc.

6

Page 7: HMT Ajmer Trade Union

Factory Lay-Out

Unit has two workshop Buildings-Building 1-1 Houses assembly, Painting, heavy

Parts, and High technology centre and test floor. Building1-2 houses small parts,

medium parts, tool room and special accessories, tool crib, tractor hydraulics, heat

treatment shop and plant maintenance departments.

Annex houses civil maintenance, vendor development and sub- contracts, electrical

generation or distribution and conservation.

Stores building houses central stores, material planning and training centre.

Pattern shop Building houses pattern shop and machine shop of training centre.

Foundry shed houses moulding, machining, sand-plant, core making, knock out,

short lasting areas.

Store foundry block houses personnel, engineering, designing, information

technology centre, industrial engineering, servicing and G.M.’s office.

Administrative building houses purchase, sales and finance department.

Technology base

Unit has Machine shop well equipped with 186 nos. precision machines, such as CNC

Machine centers, CNC Lathes, Jig Boring, Honing, Super Finishing Machine, Plano-milling,

Sideway Grinding, Milling &Lathes. Apart from these, unit is also having heat treatment

shop, Measuring Centre to measure high precision items & test pieces, Material testing

laboratory, CAD centre, Information technology centre and foundry.

The unit has highly skilled and dedicated work force of 394 employees (109 officers

and 285 workers). The unit has qualified and experienced design &engineering personnel

to fulfill requirement of business operation to the entire satisfaction of customers.

Unit business

Manufacture of machine tools:

Wide range of CNC conventional, general purpose & special purpose

grinding machine (cylindrical, centre less, internal, crank shift, duplex,

7

Page 8: HMT Ajmer Trade Union

horizontal & vertical, tool & cutter). The product strategy is mainly focused

on auto & auto-ancillary, engineering and defense segments.

Unit’s product CNC double disc grinder displayed in IMTEX 1998 at New

Delhi was conferred upon CMTI trust award for the best innovative design of

the year.

CNC turning centers.

CNC training machine (lathe & machining centre).

Other machine like super finishing, Knife edge grinding, Gap grinding, cot

grinding, coil winding, Needle sharpening, Rotary table vertical surface

grinding, etc.

Reconditioning / CNC retrofitting of machine tools.

Job orders / customer component manufacture

Hydraulic groups for defense.

Unit got national award for excellence in indigenization of defense store in

the category of mechanical engineering for the year 1993-94. This award

was for development and supply of Hydraulic unit for T-72 tank.

Hydraulic lifts for tractors.

High precision components / operation on job work basis for automobile

industry and BHEL.

Jigs & cylinders for bank note press.

Supply of castings.

Some other details of above Business Groups as follows:

Machine Tools

1. DIRECOTORATE – M.T. BANGALORE

1.1 M.T. Marketing Bangalore

1.2 Printing Demonstration Centre Bangalore

1.3 Computer Integrated Mfg. Division Bangalore

2. FACTORIES:

2.1 HMT I & II Bangalore

8

Page 9: HMT Ajmer Trade Union

2.2 HMT III Pinjore

2.3 HMT IV Kalamassery

2.4 HMT V Hyderabad

2.5 HMT VI Ajmer

3. REGIONAL OFFICES & SHOWROOMS:

Mumbai Pune Aurangabad Nagpur

Ahmedabad Bhopal Jabalpur Jaipur

New Delhi Chandigarh Kanpur Faridabad

Kolkata Ranchi Bangalore Belagaum

Other Services Offered

Chemical, mechanical & metrological tests, instruments calibration.

Training to customer / outsiders / students pursuing engineering & professional

courses.

Market Standing

The unit pioneered manufacturing technology for grinding machine in India, which

was a milestone for country’s journey towards self-reliance.

Unit has positioned itself as “Centre of excellence for Grinding Solution”. It caters to

requirement of sun rising user sectors like Automobile, Auto Ancillaries, Tractors, Bearings.

It also caters to requirement of General Engineering, Defense & Power Sectors.

Reliability and precision are hallmark to have a fleet of 7500 machines working in

every corner of country & abroad.

Productivity & Quality

Great emphasis is given on Productivity and Quality in HMT. The unit has achieved

substantial progress in implementation of productivity improvement activities i.e. KAIZEN,

ISO-9000, Total Customer Satisfaction, TQM, Multi-trade training, Good House Keeping

through 5-S, Waste Elimination, Small Group Activities etc. Unit was the first to receive the

ISO-9000 Certification in Rajasthan and second in HMT Units, on 24.2.1994.

9

Page 10: HMT Ajmer Trade Union

The unit has the distinction of getting “National Productivity Award” (instituted by

National Productivity Council if India), in Machine Tool Category for the year 1986-87 from

the Hon’ble President of India.

Awards Won

(i) National Productivity Award, in Machine Tools Category for the year 1986-87.

(ii) National Award for R&D efforts in Mechanical Engineering Sector in 1990.

(iii) ISO-9001 Certification on 24th February 1994 HMT Ajmer was the First Unit to

receive this certification in Rajasthan & Second in HMT Units.

(iv) National Award for excellence in indigenization of Defense Stores in the category of

Mechanical Engineering for the year 1993-94. This Award was for development &

supply of Hydraulic Unit for T-72 Tank.

(v) MTA product, computer controlled double disk grinder CNC GDS-22 displayed in

IMTEX-98 at New Delhi, was confirmed upon CMTI – Trust Award for the best

innovative design of the year.

Different Departments of HMT, Ajmer

1. Human Resource Department: Headed by Joint General Manager (HRM) this

department is setup with an aim of conservation and proper utilization of human

resources and is also responsible for maintaining the cordial relations between

employees and management. The other important functions of this department are

performance appraisal and different welfare activities for the employee.

2. Manufacturing and Assembly Department: Headed by JGM (manufacturing).

HMT Ajmer’s manufacturing environment is highly advanced; this department also

looks after utilizing only the latest production techniques in all phases of

manufacturing maintenance. This assembly of machine is done stages, much as sub

assembly. Group assembly and final assembly of individual components. There

subassemblies after inspection pass on group assembly, which consists of head

stock assembly, saddle, gearbox, tail stock assemblies etc. this group then reaches

to the final assembly to be fitted on the bed. Electrical are also inter faced and the

machine is ready for final testing and printing of plant and equipment.

10

Page 11: HMT Ajmer Trade Union

3. Service & Inspection Department: Headed by DGM. This department is

responsible for inspection & Servicing of the M/C’s. This department is concerned

with the inspection of various components and machines being manufactured. The

inspection is carried out in various stages, beginning from the inspection of individual

components at different stages of manufacturing followed by the inspection of the

whole machine while included final runs etc. Inspection of incoming material is also

handled.

4. Materials Department: Headed by JGM. It is responsible for all kinds of purchases

made by unit. This department also maintains a Central store and looks after

appropriate levels.

5. Planning Department: Headed by Chief Engineer Planning. The main functions of

the planning department are as under: -

Time calculations for each operation. Job card booking of workers in shifts.

To prepare monthly progress reports for the production activities carried out in

shop.

To calculate manpower and machines available, accordingly new machines are

ordered and component.

Counting of products and components.

Prepare machines and sectional layouts

6. Design Department: Headed by JGM. Its functions are: -

Design & development of products.

Vendor development for new items.

Drawing of component, group assembly, special assembly etc. along with

master part list (BOM) for machines.

Deciding the type of material required for each component grade such as

casting alloy etc.

Testing & trials of machines.

Marketing of special purpose machine.

7. Foundry Department: Headed by JGM Foundry. This department is

administratively under HMT Ajmer, but functionally under executive director.

11

Page 12: HMT Ajmer Trade Union

8. Finance Department: Headed by AGM Finance. The functions of this department

include maintenance of all accounts of the Company. The balance sheet is finally

prepared which is sent to the head office for the preparation of combined balance

sheet. The costing section of this dept. is responsible for the computing of each

product of that the selling price may be determined accordingly.

9. Sales Department: is headed by DGM. This dept. is divided into 3 sections viz.

Sales, Spares and Reconditioning. These functions of sales sections are the

execution of sales order and to bid for contracts through tenders. The function of

service section is to provide after sales & also looks after customer’s complaints and

supply of spares.

10. Security Department: This is headed by Asst. Security office. Main function of this

dept. is preventions of theft, sabotage and maintenance of industrial security within

the HMT compound including Township.

11. Quality Assurance Department: Dy. General Manager heads this department. This

department also looks after the feedback received from marketing division so as to

make improvement accordingly.

12

Page 13: HMT Ajmer Trade Union

HRD Activities

The Unit has got well-equipped training center to facilitate periodical HRD Activities,

Vocational Training to student’s customers, Training etc.

HRD Programmes are periodically arranged for PID/KAIZEN recommendations ISO

9000/ Total Customer Happens/ TQM multi trade training computer awareness and

operation.

The Unit has provided amenities such as town ship consisting of 136 Quarters

Transport facilities for school going children, canteen, sports, facilities etc.

Hierarchy in the organization

The organizational hierarchy of HMT MTL Ajmer is based on functions. General

Manager leading the unit, assisted by the General Manager, Directly controls in different

department.

The organization hierarchy consists of seven management levels in all. They are listed

below in descending order:

General Manager

Joint General Manager

Deputy General Manager

Assistant General Manager

Manager

Deputy Managers

Foremen

13

Page 14: HMT Ajmer Trade Union

HIERARCHY IN THE ORGANIZATION:

Diagrammatic Representation

14

Page 15: HMT Ajmer Trade Union

Human Resource Management

Meaning and Definition

Human Resource Management is a process of bringing people and organizations

together so that the goals of each are met. It is that part of the management process which

is concerned with the management of human resources is an organization. It tries to

secure the best from people by winning their whole hearted co-operation. In short, it may

be defined as the art of procuring, developing and maintaining competent work force to

achieve the goals of an organization is an effective and efficient manner.

Human Resource / Personnel Management may be defined as the art of procuring,

developing and maintaining competent workforce to achieve organizational goals

efficiently.

According to Flippo, “ Human Resource / Personnel Management is the planning,

organizing, directing, and controlling of the procurement, development, compensation,

integration, maintenance and separation of human resources to the end that individual,

organization and social objectives are accomplished.”

According to E.F.L. Breach, “Personnel Management is that part of process which is

primarily concerned with the human constituents of an organization.”

According to R.G. Gokhle, “Personnel Management is the specialized intelligent handling

of the human factor by a separate department which could devote its full time for research

along the line of improvement is industrial relation.”

15

Page 16: HMT Ajmer Trade Union

Features of HRM

Pervasive Force.

Action Oriented.

Individually Oriented.

People Oriented.

Development Oriented.

Integrating Mechanism.

Comprehensive Function.

Auxiliary Service.

Inter-Disciplinary Function.

Continuous Function.

Human Resource Management in HMT

1) Functions of HRM in HMT.

Manpower planning & recruitment : s

Policy centralized recruitment (Ps Category)

Scheme on recruitment of co- trainees.(WG Category)

Standard force norms.

Rationalization of Designation (PS).

Internal recruitment

Authority competent to confirm Employees.

2) Career Development

Promotion policy & rules for workmen.

Promotion policy & career planning.

Performance appraisal system.

Rules on seniority.

Transfer policy & rules.

3) Conduct regulations

Conduct discipline and appeal rules.

Standing orders.

16

Page 17: HMT Ajmer Trade Union

4) Salary Structure and Allowances

Salary structure of PS category.

Wage structure of WS category.

Guidelines on pay fixations.

Policy on annual increments (PS).

Wage anomaly settlement.

5) Company assistance and welfare

Leave & Leave encashment rules.

Leave travel concession scheme.

Policy on uniforms.

Policy on gift watches.

Incentives for small family norms.

Inter - units sports regulations.

6) Participative Management scheme

Participative Management scheme.

7) Suggestion scheme

Guidelines on SC/ST

8) General

Monthly incentive scheme

Policy on official language

Grievance procedure (PS) category

Benefits and facilities for trainees during training period.

Payment of transfer responses to those moving from one public sector

units to another.

Employee consoling.

9) Foreign deputation/tour

Procedure for selection of personnel for posting abroad.

Guideline of selection of personnel for training abroad.

Procedure for seeking sanction for tour abroad.

Terms and conditions of foreign posting / deputation.

Overseas medical insurance scheme.

17

Page 18: HMT Ajmer Trade Union

Trade union

“Unity is strength” We can understand the real meaning of the idiom which we heard from

childhood, only when we use it in our practical life and trade union is practical use of this.

Means what is the trade union? If we find the answer than we can say that trade union is an

organization.

A trade union is a natural and necessary vehicle for workers to secure protection dignity

and moral status at work.

So we can say that an individual is not able to organize and defend his interest as well as

group can. Therefore workers saw the advantage of organizing themselves into group to

improvement there terms and condition of employment.

Trade Union Organization in HMT - Earlier there is a union, which work with non principle

ways . So people are against it. They divide it in two parts- i) Shramik sangh ii) Mazdoor

sangh.

This sangh believe to work with national principle. It fights election with employee union

and wins the election and get affiliated. This work for two and half year and after that it

divides in Mazdoor and Shramik sangh and after some time it also divides in MTS also. In

1997 worker union build from Employee union.

It is required for two reasons-

a) For labour

b) For management

a.) For labour:- Unity become strength slowly but surely the work begin because of his

union to be more and more like human being and not like either commodity. It’s provides all

rights of labour for their prosperity. A union is continuous long term association for the

company worker with the union. Union Leader is chosen by the company labour on their

agreement and work for labour.

18

Page 19: HMT Ajmer Trade Union

For benefits of labour- Organization of trade union is mostly or mainly for the

benefits of labour, to give them justice, to solve their problems etc.

For benefits of organization- What is the responsibility of trade union? Is fight for

their rights and strikes? Are we see the rapid changes around us or trade union is

limited to that extent or something more? When we see it, than it seems that real

mean of union is to work for profits of organization and create good position of it.

In the form of a chain- It is an art to fulfill the communication or management

according law.

b) For management-

To communicate any report- It is not possible that any communication takes place

directly between management and labour. So, the management’s people talk to the

leader of union and declare their decision through leader. So, to communicate the

management side to union, trade union is required.

It is an authorized body to union for management.

I. Type of trade union- Trade union has its existence on each. So, on this base

it is of two types.

II. That trade union which has its existence not only in company but in state and

country and is called as Indian level union.

For Example:- In HMT- i) HMT employees union

ii) HMT shramik sangh

iii) HMT mazdoor Sangh.

iv) MTA seva sangh

That union which has it’s existence upto it’s own district. For Example:-In HMT- HMT

workers union comes under this.

19

Page 20: HMT Ajmer Trade Union

Dealing With the Trade Unions

A union is a continuous, long term association of employees, formed an d maintained for a

specific purpose of advancing and protecting the interest of its members in their working

relationship. The union aims to bargain collectively, represents the employees in there

relationship with the employer. Unions representing the employees are here to stay and it is

necessary for the employer to establish good and amicable relations with the unions. An

employer should endeavour for amicable relationship with the union.

When the manufacture was handwork and the productive group was a small one,

the worker was looked upon a commodity which not be easily secured but also be replaced

when he was no longer useful. Hence the employee’s attitude was that of considering the

supply and demand position as in the case of commodity. The employer being in a

dominant position, he dictated the terms and condition of service. The inhumane treatment

the workers were receiving, filthy and unsafe condition, harsh and unjust supervision and

intolerant by low wages. The workers realized that they must help themselves. They formed

unions. Unity becomes strength. Slowly but surely the worker began, because of his union

to be treated more and more like human being and like either commodity, machine or tool.

Hours were shortened and regulated, wages were increased, leave and holidays were

granted, and safety measures were taken. Thus a worker joins a trade union and starts

bargaining collectively for the improvement in his working conditions, he gain his status in

his own eyes and those of his fellow-workers.

There are a lot of misconceptions about the trade union and they are mainly

because of the psychological mindset of the employers. The purpose of the unions is not to

remain at daggers’ drawn with the management but to protect them at work to improve the

working conditions of its members. The trade union movement has a long history in India.

The trade union came into existence long before the freedom was achieved. Before that,

Mahatma Gandhi has formed a union of textile workers of Ahmedabad and his union

enjoyed tremendous respect of the proprietors as well as workers.

20

Page 21: HMT Ajmer Trade Union

Employer should not get panicky when a union is formed by the workers since the

right to organize or form a union is not only natural but a fundamental right of the workers /

employees as guaranteed by the Constitution of India. The workers also realize that if they

bargain as individually, the employer would have better leverage, for an individual would

not matter as much as a group in terms of the running of the enterprise. Since a group’s

contribution is much larger than that of a individual, so are the effects of its withdrawal.

Also, an individual may not be able to organize and defend his interests as well as a group

can. Therefore, workers saw the advantage of organizing themselves into groups to

improve their terms and conditions of employment. The enlightened employers also found it

advantageous to deal with a group, or a representative of a group rather than go through

the process of dealing with each individual over a length of time.

A trade union is a natural and necessary vehicle for workers to secure protection,

dignity and moral status at work. Whenever person’s means of livelihood are in the hands

of another, whenever there is a labour of division, a division who direct and those who are

directed, the union is the natural protective agency against arbitrary, unjust or mistaken

decisions. Some employers are surprised at the need for ‘protection’ but the fact simply is

that no employer, however knowledgeable and well-intentioned, can realize the implications

or anticipate the consequences of all his decision for employees and their families.

Consequently, the union is neutral, sometimes the only agency for such protection as well

as the apt vehicle for ensuring progress in the workers’ condition of life and work. The

necessity and inevitability of union for large organization and still maintain that the

employees will not feel the need of a union in small establishment. Ordinarily, if the

leadership of an organization is at all enlightened, if it’s policies are straight-forward, clear

and fair communications open and a sprit of collaboration cultivated, there should be no

need for their fellow collaborations to organize. it may be helpful for an employer to

remember that when the employees form the union, unity of workers is always a source of

great insight into organization and the circumstances of the employees. The management

should not look upon an employee who has joined a union as ‘disloyal’. The term ‘loyal

worker’ and / or ‘disloyal worker’ are objectionable terms and be avoided. And employee

has two loyalties: one to the organization, other to the union. A good ‘Unionist’ can still be a

‘good employee’. Consequently, the employer should not feel it as a personal affront or

disappointment if a ‘good’ employee joins the union, or even leads the drive to form a

union.

21

Page 22: HMT Ajmer Trade Union

There is a marked distinction behaviour and intentions. Employees see behaviour

not intentions. They react, not to the employer’s good intentions but to his behaviour as

they perceive it. There is always a communication gap here: a difference between the way

the manager perceives himself and his behaviour and the perception of same by the

employees.

The decision of the employees to form a union or any employee’s decision to join

or not join should not be interfered as this is there internal matter. The formation and choice

of a union is no business of the employer. Also such an interference amounts to an unfair

labour practice under section 2(r) read with fifth schedule of the Industrial Disputes Act.

Such steps will also be counterproductive. Also some managements attempt to set up rival

employee unions. This not only unjust but invariably aggravates the reciprocal relations.

Even when employees desire an outsider union to represent them, tht is their

choice and responsibility. The employer has no justification to interfere. Very often this

position indicates an underestimation of the employees, a false paternalism, and failure to

treat employees as the adults they are. An outsider will not be able to get a following unless

there is a real grievance somewhere. There is a distinction between registration of a union

and its recognition. Registration is the act of the members of union by which through a

procedure set up by the government the union attains legal identity and status. If the union

provides the information required by the Trade Union Act, 1926, the Registrar of Trade

Unions give it a registration number under the Act. Recognition, on the other hand is an act

of the employer whereby he agrees to treat a certain union as the legitimate representative

of all the establishment’s workmen. There is no central legislation obliging the employer to

recognize a union. Even in Maharastra, Gujrat Madhya Pradesh and Rajasthan there are

no uniform legislation either for recognition or representative unions. So far as public sector

undertakings are concerned, the Departments of Public Enterprises has instructed the

PSUs to recognize the trade union under code of discipline in industry but that has no legal

sanctity. Also the multiplicity of unions creates hurdles in determination of representative

character.

When the union resort to agitational activities such as demonstration, work to rule,

non co-operation etc., the action called for will only be known in the light if the particular

circumstances. Under such situation, the employer should appreciate the utility of dialogue,

22

Page 23: HMT Ajmer Trade Union

negotiating, bargaining. Keeps talk going, listen dialogue, stress communalities, work out

alternatives, negotiate but keep communication going. Keep also a sense of humour.

Humour keeps things in perspective. Such an approach can be helpful in defusing

explosive situations and establishing a problem-solving atmosphere. Efforts should made to

resolve the disputes/ grievances by settlement.

Only the facts that should be the basis for any settlement. The more facts that

enter the discussion, the more feasible become the suggested solutions. It is far more

helpful to look at facts open-mindedly than to speak of ‘management rights’ or ‘union

rights’. There is very little in such situations that can be solved by appeals to ‘principles’.

What are the facts? What solution benefit the institution, employees and the community it

wishes to serve? In most situation incidentally, there should be no reason why financial

sheets and balance record of the organisation cannot be openly shared. Efforts should

always be for a solution from which both parties gain.

An amicable settlement and not confrontation should be the main aim of the

organization. Most of the labour disputes ultimately result into settlement and then why not

start the process in the beginning itself.

The most important quality of a personnel is his capacity for dealing with problems

with initiative, energy and imagination as to be able to devise a workable solution. He must

be capable of clear thinking and should have temperament with a liking for people and

interests in their problems so as to inspire their confidence. He should have capacity of

leadership ability to convince, persuade and encourage to meet opposition calmly without

showing any temper or emotional instability. He should have strength of character and

integrity and sense of justice and fair play. He should have adequate knowledge which

would enable him to devise plans objectively so that he may gain support for his proposals

both from his superiors and subordinates.

Should a Personnel executive find himself in such a situation where the workers

are organizing, it may be helpful to remember the following:

23

Page 24: HMT Ajmer Trade Union

When workers organize, is always a source of great insight into circumstances of

the workers. Avoiding any alarm or panic, try coolly to diagnose the symptoms, to see what

the message is. Workers don’t organize unless there is a real ‘pinch’ somewhere.

Do not in anyway interfere, threaten or try to influence either the workers’ decision

to form a union or any worker’s decision to join or not to join. The formation and choice of a

union is no business of the Personnel Executive. Not only is such interference an unfair

management practice but it is usually counter- productive. Some managements have

attempted to set up rival employees unions. This is not only unjust but invariably

aggravates the situation. If the Personnel Executive will respond: ‘I do not mind employees

organizing but I do object to outsider leading them’. If union is truly representative of the

workers and they wish an outsider to represent them, that is there choice and responsibility

and the Personnel Executive has no ground to interfere. Nor is it wise to thin too quickly

that the workers are being misled. Very often this position indicates an underestimation of

the workers, a false paternalism, and failure to treat workers as the adults they are. An

outsider will not be able to get a following unless there is a real grievance somewhere.

Even when organizing activities are going on, there should be no abdication on

management’s part. Organizing efforts should not interfere with work, and management

should seek that work goes on as usual. There is a very legitimate competition that can

take place between a union and management for a greater share of the dual loyalty of the

workers. While competition is never good as collaboration, it is sometimes the best

available. Management should use worker complaints to improve the quality of its

administration. Improved management is usually enough in itself to lessen employee

enthusiasm for formal organization.

If situation leads to ‘go slow ‘, ‘work to rule’, strike, and the like, the action called

for will only be known in the light of the particular circumstances. Even here, however, the

Personnel Executive should appreciate the utility of the dialogue, negotiating and

bargaining. Very few workers want strikes. Very few can afford strikes, more particularly in

these days when the Supreme Court has held that no wages will be payable even when

strike is legal and justified. Thus keep talks going, listen, dialogue, workout alternatives,

negotiate, but keep communication going.

24

Page 25: HMT Ajmer Trade Union

It is the facts that should be the basis for any settlement. The more facts that enter

the discussion, the more feasible become the suggested solutions. It is far more helpful to

look at facts open mindedly that to speak of ‘management rights’ or ‘union rights’. There is

very little in such situation that can be solved by appeals to principles. What are the facts?

What solution benefits the establishment, employees and the community it wishes to serve.

Throughout any management-union discussion, the effort should always be for a

solution from which both parties gain. So called ‘victories’ won over the other are always

short-lived. Workers are never fooled for long, neither are managements. Look for win-win

rather than win-lose solutions; stress mutual benefits. Workers have there demands of their

own, the union demands are usually economic, those of management and performance

related. Exchange of one for the other often leads to mutual benefit solutions.

5) Today Trade Union in HMT-

a) HMT employee union - HMT employee union is associated with

HIND Mazdoor sangh. It starts from 1970. This was its f irst union.

Today there are 40-50 workers in this union.

President of this union is- Sakal Lal Katar

25

Page 26: HMT Ajmer Trade Union

Vice President of this union is- R.S. Ninama

b) HMT Shramik Sangh - It works with INTOC and it was started since

1971

President of this union is- Sohan Singh Rawat

Vice President of this union is- Jai Narayan

Workers in this union are- 70-75

c) MTA Seva Sangh -

President of this union is- Mohan Lal Sharma

Vice President of this union is- Abdul Vahid Ansari

Workers in this union are- 70-75

d) Worker union -

President of this union- Kailash Chand Sekhawat

Vice President of this union is- Shiv Charan Sharma.

Workers in this union are- 4-5

e) HMT Mazdoor Sangh -

President of this union- Devi Singh Rawat

Vice President of this union is- Durga Ram Choudhary.

Workers in this union are- 80-85

6) Function of Trade Union -

a) To l isten workers.

b) To solve their problems.

c) Deliver management’s decision to union.

7) Mechanism to organize Trade Union -

By union act- Minimum 9 members required

In HMT -

Total workers- 317 (137 are under training right now)

Official Workers- 106

26

Page 27: HMT Ajmer Trade Union

Total – 423 Workers

8) Structure of Trade Union

27

Page 28: HMT Ajmer Trade Union

9) Parts of Trade Union -

10) Working manner of Trade union - By union-

a) Unit Board - Union leader- 1

Official leader- 1

b) Medical Board - Union leader- 1

Official leader- 1

c) P.F. Trust - Union leader- 2

Official leader- 1

d) Well fare Committee

e) Games Committee

f) Natural Calamity Committee

28

Page 29: HMT Ajmer Trade Union

11) Facility which are given in HMT -

a) Dresses, shoes etc.

b) Breakfast.

c) Earl ier lunch was given but now Rs. 5 are given as lunch allowance.

d) 250 ml of milk is given to those workers which work hard.

12) Works which are done by HMT-

a) Death relief fund - Regular 10 Rs. Are deducted from everyone

salary. If anyone died than 25000-30000 Rs are given to his family.

b) Before funeral 3300 Rs. are given.

c) In 1975, during flood breads were distributed in Nagra and

Bihariganj.

d) When Godhra kand happens in Gujrat, than cloths, shoes etc. were

delivered to Gujrat.

e) Help was done in December 1993.

13) Work shift of HMT -

6 AM – 2PM A shift- 35-40 employee

2 PM – 10 PM B shift- 30-35 employee

10 PM – 6 AM C shift- Assemble duty

General Shift run from 8:30 – 4:30, mostly people come in this shift.

14) Organization of S.C, S.T association is done in HMT and

organizing Assemble also.

15) Reason for backwardness of HMT -

a) New employees do not come.

b) No planning

c) Standard of HMT is disturbed by management.

Example-

i) HMT Buyrin- Closed in Hyderabad

ii) HMT watch

29

Page 30: HMT Ajmer Trade Union

i i i) HMT Build factory

iv) Machine tool

Name of Nominated Persons

No. HMT/Per/IR/86/ 2ndAugust, 1986

The General Secretary,

HMT Officers’ Association, AJMER

Dear Sir,

The following members of your association are here by nominated to the committee

as mentioned below to represent HMT Officers’ Association, Ajmer.

1. Canteen services : Shri P.P. Saini

2. Welfare committee. : Shri RW Jethwni, Planning

3. Council of sports & : Shri HS Vilku, Inspection

Cultural affairs : Shri AK Assdani, Sub:cont

Shri DK Verma, Elect. Assay

4. Death Relief Assurance : Shri AL Verma, Purchase Fund

5. House Allotment : Shri AS Bhati, Tool Engg

Committee Shri RP Sharma, Planning

6. Cooperative Hosing : Shri SK Arora, Tool Plg

Committee Shri HC Bansal, Insepection

7. P.F. Trust Committee : Shri NK Mehta, PPC

8. Small Saving (C.T.D) : Shri SK Parashar, Assembly

Committee.

9. Safety Committee : Shri Dalbir Sing,Heavy parts

Shri DP Chadha, Foundary

10. House keeping committee : Shri Sunder Lakwani,Design

11. Township Welfare : Shri IM Suri, Spl. Acc.

Committee Shri SP Dhiman, Inspection

The President and General Secretary of HIT Officers’ Assn. shall also be special

invitiees in addition to president and General Secretary of HMT Sharmik Sangh

(Recognised Union), Ajmer.

Thanking you,

(Maj. J.S. Gill , Retd)

30

Page 31: HMT Ajmer Trade Union

Personal Manager

31

Page 32: HMT Ajmer Trade Union

( Name of different committees)

Cooperative Housing Committee.

Trust Committee.

Small saving (CTD) Committee.

E.S.I. Committee.

Safety Committee.

Rehabilitation Committee.

House keeping Committee.

Accident Committee.

Township Welfare committee.

C.T.D. Welfare Committee.

32

Page 33: HMT Ajmer Trade Union

Trade Union Act, 1926

Object of the Act:- To proide for the registration of Trade Union and in certain respects to

define law related to registered Trade unions.

Registration of Trade Union:-Any 7 or more members of a trade union may, by

subscribing their names to the rules of the trade union and its compliance. There should be

at least 10% or 100 of the work-men, whichever is less, engaged or employed in the

establishment or industry with which it is connected. It has on the date of making

application not less than 7 people as its members who are work-men engaged or employed

in the establishment or industry with which it are connected.

Sec. 4

Application for registration:- Presc ribed form with the following details:- Names,

Occupation and address of the members place of the work.

Address of its head office and

Names, ages, address and occupation of its office bearers.

Sec.5

Minimum requirement for membership of trade union:- Not less than 10% or 100 of the

workmen , whichever is less, subject to a minimum of 7 , engaged or employed in an

establishments etc.

Sec.9A

Cancellation of registration:- If the certificate has been obtained by fraud or mistake or it

has ceased to exist or has willfully contravened any provision of this Act. If it ceases to

have the requisite number of members.

Sec. 10

Criminal conspiracy in trade disputes:-No office bearer or member of a trade union shall

be liable to punishment under sub section (2) of conspiracy u/s 120B of IPC in respect of

33

Page 34: HMT Ajmer Trade Union

any agreement made between the members for the purpose of furthering any such object

of the Trade Union.

Sec. 17

Disqualification of office bearers of Trade union :-If one has not attained the age of 18

years, conviction for an offence involving moral turpitude. Not applicable when 5 years

have elapsed.

Sec. 21-A

Returns:-Annually to the Registrar, on or before such date as may be prescribed, a

general statement, audited in the prescribed manner, of all receipts and expenditure of

every registered Trade Union during the year ending on the 31st December.

Sec. 28

Penalties Offence Punishment

U/s 31 For making false entry in Fine upto Rs 500.

On any omission in general continuing default, statement required for additional fault, Rs 5

sending returns for each week. For making false entry in Fine upto Rs 500. form. U/s 32

Supplying false information Fine upto Rs 200regarding Trade Union.

34

Page 35: HMT Ajmer Trade Union

HMT Machine Tools Ajmer Employees, Officers’

Association, Worker Union and ST/SC Association

Ref: HMTOA/ MP/ 03/2009-10 Dt.30.5.2009

SH. Sachin Pilot,

Hon’ble Union Minister of State

Govt. of India

New Delhi

Respected Sir,

We the representative of entire former and present employees of HMT Machine Tools Ltd,

Ajmer and their family members CONGRATULATE you on your grand success in recent

elections. It is a matter of pride for Ajmer citizens that after so many decades, one

nationally recognized, young and dynamic leader is their representative in Parliament, who

will whole heartedly contribute for the development of this city in every sphere in next five

years.

Ajmer city is industrially backward and except railway workshop and HMT, no other industry

is situated in Ajmer. Due to ineffective political leadership of last 2-3 decades neither a

single new industry came into existence nor was the existing industry expanded. On the

contrary the present organizations are deliberately pushed towards sickness with the result

these are bound to have a natural death.

Sir, during the election companion you were kind enough to accept our invitation and came

to HMT premises where we had the opportunity to explain the hardship being faced by the

entire employees of HMT Ltd. and its subsidiaries spread all over India including HMT

Machine Tools Ltd. Ajmer and consequent deterioration of activities in this world renowned

company of great repute.

HNT Ltd was incorporated in 1953 by the Govt. of India as a Machine Tools Manufacturing

company and was inaugurated and dedicated to the Nation by the first Prime Minister of

India Pandit Jawaharlal Nehruji describing HMT “A JEWELL OF THE NATION” Over the

35

Page 36: HMT Ajmer Trade Union

years under the able guidance and dynamic leadership of Smt. Indira Gandhi ji and

energetic leader ship of Rajiv Gandhi ji, it has diversified into manufacturing of Watches,

Tractors, Printing Machinery. Metal forming Presses Die Casting and Plastic Machinery,

CNC Systems and Bearings. HMT Limited comprises of six subsidiaries under the ambit of

a Holding company HMT Ltd, also manages the tractors business directly. Today HMT is

having 22 all over India and is an Engineering company of great repute with huge brand

equity. Brand HMT is one of the most trusted wholly owned Indian Brands. The pioneers of

Machine Tools Manufacturing in India has contributed immensely to the growth and

development of various industrial sectors of this country including Defense, Aero Space,

Railways Power Plants, Automobiles , Education and Nuclear for more than 5 decades

through its quality product and services. At present more than 12,000 employees are

working in this organization.

The Ajmer Plant was established in 1970 and presently it is known as “A CENTRE OF

EXCELLENCE FOR GRINDING SOLUTIONS” where all type of highly sophisticated

grinding machines including CNC Machines are being manufactured with present working

strength of approx 700 employees (including contracted and temporary labour & staff).

In spite of the above strength, to day HMT employees are passing through great difficulties

and want to submit before you a few important issues in brief, related to HMT and its

employees for your kind reference, perusal and to be raised in Parliament.

Those parted from HMT through Govt. of India VRS scheme got the package with

financial security net 150% for balance service, where as existing employee

remained unfortunate as the has not been implemented for them till date.

The company has lost a significant number of highly skilled work force, operators

and managers, trained and experienced professionals & on the contrary hardly

and new incumbent has joined HMT in last 10 years. Today a newly recruited

clark of Central/State Govt. is drawing much more than HMT engineer. Even the

newly recruited Engineer and workers have left company during last 3-4 years

seeking better opportunities. There is a big vacuum at every level of employees.

To fulfill the domestic obligation like education and marriage of children, the

employees had to withdraw all their savings including the provident fund etc &

thus become finally bankrupt.

36

Page 37: HMT Ajmer Trade Union

The morale of the employees have gone to a very low level which is adversely

affecting Company’s performance particularly when HMT is undergoing the

implementation of revival package sanctioned by GOI during 2007.

Based on recommendation of the 2nd Pay revision committee for PSU’s from

01.01.2007, but same is not being implemented in HMT, as the HMT will have to

first implement the earlier Wage/Pay revision of 1997 which is still due.

After implementation of 6th pay commission for Central/ State Govt. employees/

other Govt. organizations and 2nd pay revision of PSU’s HMT employees and

perhaps be most poorly paid employee in organized sector of the country. The

senior most, well qualified, 35 year experienced engineers and skilled workers are

getting salary less than the minimum wage earner of Central/ State Govt.

The retiring age is 58 in HMT, whereas all other PSU’s, Central and State Govt.

employees is having retiring age of 60 years. In next 5 years around 5000

employees comprising engineers, professionals and very experienced workmen

will be superannuated, which will have adverse effect on company’s performance

particularly when GOI has approved revival packages of hundreds of crores

Rupees financial assistance to the company.

On above issues, in past we have approached to Hon’ble union minister for HI & PE,

Hon’ble union minister for labour, Sh Rahul Gandhi Ji, Smt Sonia Gandhi Ji, various

Parliamentarians on different forums. However even after getting positive response and

assurance, not even a single issue is addressed till date.

The Parliamentary Standing Committee on labour, (during last session of Parliament on

25.02.2009) strongly recommended the revival of HMT. The committee chairman Sh.

Sudhkar Reddy also stressed on pay revision, payment of arrears, age of superannuation

as 60 years and merging of HMT with other PSU’S and Defense organizations.

Sir, today the very survival of our family is on stake and before it becomes too late we

request you to kindly intervene in the matter to provide immediate lease of life to thousands

of HMT families.

It may be out of context to submit, but in case Govt. of India does not wish to accede to our

just grievances, our company could be considered for merging with other PSU’s or

37

Page 38: HMT Ajmer Trade Union

alternatively all the suffering employees may allowed to leave the job with a golden hand

shake scheme.

After going through above submission, you will kindly appreciate the level of agony and

frustration of HMT employees are carrying for last two decades. We hope you will help in

redressing these issues in your capacity in Union Minister & strong Parliamentarian.

Sir, once again assure you of whole hearted support / co.-operation of HMT employees to

bring HMT to its past glory under the dynamic leadership of UPA government and our

prime minister.

We Remain

Yours Sincerely

For President Gen. Secretary

HMT Officer’s Association

ST/SC Association

HMT Sharmik Sangh

Machine Tools Mazdoor Sangh

MTA Sharmik Seva Sangh

HMT Employees Union

HMT Workers Union

Correspondence Address:

A.K. Goyal

(Coordinator)

HMT Machine Tools Ltd,

Beawar road Ajmer 305003

Mob. 9928024507, FAX: 0145-2602095

38

Page 39: HMT Ajmer Trade Union

Research Methodology

Research Methodology refers to search of knowledge .one can also define research

methodology as a scientific and systematic search for required information on specific

topic.

The word research methodology comes from the word “advance learner ‘s dictionary

meaning of research as a careful investigation or inquiry especially through research for

new facts in my branch of knowledge for example some author have define research

methodology as systematized effort to gain new knowledge.

An appropriate methodology in an essence of any research work. The success of any

project depends. Upon the method chosen. The study of product of HMT Machine Tools

Ltd., Ajmer is historical, descriptive and analytical in nature. The data and information

required has been made available from the various records of sales department.

Title of the Study

Trade Union Analysis in HMT

Duration of the Project

45 Days

Objective of Study

1. To study the measures of labor welfare and status of Industrial Relations in HMT Ltd,

Ajmer.

2. To know the satisfaction level of the employees towards labor welfare measures

adopted in HMT Ltd, Ajmer.

3. To probe into the data’s pertaining to various exciting segments of the Company.

4. To suggest means and ways of retaining and further improving the strong

requirement and strengthening the weaker ones.

In the end, I have presented my finding and recommendation, which I hope, would be

helpful in increasing the manpower planning & recruitment.

39

Page 40: HMT Ajmer Trade Union

Type of Research

ANALYTICAL RESEARCH:-

It has to used facts or information already available and analyze these to make a

critical evaluation of material.

Sample Size and method of selecting sample

Sample size:

Considering the constraints it was decided to conduct the study based on sample size of 50

people in specific age groups.

Methods of Data Collection

In the project work Primary data secondary data (both) sources of data has been used .

1. Primary sources of data: In the primary sources of data used Observation Method &

Questionnaire method.

2. Secondary sources of data :In the secondary sources of data is used. (Internet ,

magazine ,books, journals)

Tools Of Analysis

In the project work quantitative technique & percentage method are has been used.

Research Design

For the proper analysis of data simple quantitative technique such as percentage were

used . It help in marketing more accurate generalization From the data available .The data

which was collected from a sample of population was assumed to be representing entire

population was interested .Demographic factor like age, income and educational

background was used for the classification purpose .

Scope of Study

As per syllabus of the two-year degree course of Master of Business

Administration every student has to under go a practical training of 6 weeks in his/her field

of interest. This training is a vocational training in the organization to learn more about the

organization and a project by the person under whom one is posted during the period. I

underwent practical training at HMT Machine Tools Ltd., Ajmer.

40

Page 41: HMT Ajmer Trade Union

Practical training is an essential part of Management studies as it helps one to

visualize the management practices in the field, the theoretical aspects of which we have

the learnt in the classroom. Then one has to present a report, which is to be in two parts,

the first part devoted to giving a profile of the organization and the second part containing

the project on which one has worked during the training period.

This report is an attempt to presents some aspects of the practical training taken

by me. The topic of the projects undertaken by me is “Analysis of the Sale of Product and it

Spares.”

For convenient and better functioning. HMT Machine Tools Ltd., Ajmer has

divided its marker into twelve segments on the basis of the product manufactured by the

buyers. Due to wide segment of HMT, it is necessary to forecast the individual products of

company so that we can easily make the policy and make strategy to increase the sales

and maintain the segments of the Company. Its help the organization to increase the

profitability reducing the operational cost and achieving the organization objectives. In this

project, I have referred the recruitment figures of the last 3 years. On this basis I have

studied and analyzed the performances of each product.

Limitation of Study

The project has been subject to the following limitations:

1. The project has been working upon the existing framework. The Company has

already decided upon the target segment thus limiting the area of study.

2. For HMT Machine Tools Ltd., Ajmer products total market consists of Indian

Industrial as well as customers so due to time and financial limitations it was not

possible to control with them.

3. The sole limitations of the project is that the primary data relating to the recruitment

could not be collected.

4. HMT being a public sector enterprise has an obligation towards other government

enterprises so some of the recommendations to increase profitability cannot be

implemented.

41

Page 42: HMT Ajmer Trade Union

Fact and Findings

The study on Trade Union excising in the HMT in the Ajmer reveals that the Trade

Union are playing their better role come in looking after the interest of the workers and

setting the various issues per training the issues at the various level at unit as well as

corporate platform the workers all most satisfied with the leader ship of the various trade

unions.

Various at unit level, various committee are firmed were in union as well as

management representatives are made the member of committee for different issues .It is

also seen that the issues are settled in various peaceful and harmony atmosphere.

10% employees are of the opinion that some facilities started earlier by

management have been withdrawn due to loss making HMT.

42% employees are of the opinion that organization provides freedom to use their

skills for the growth of the organization.

57% of the union members are of the viewpoint that every new change at HMT is

being communicated to them.

44% employees feel that supervisors provide motivating feedback for their work

done.

89% employees feel that recognition is given to them for their work done.

59% employees have good relation with their supervisors.

86% employees are satisfied with their jobs at HMT.

56% employees are of the opinion that HMT has good transport facility.

42

Page 43: HMT Ajmer Trade Union

Analysis and Interpretation

Organization gives freedom to employees use their skills in your area of job.

10%

42%

44%

4%

Strongly agreeAgreeStrongly disagreeDisagree

Company communicates every new change to employees that occurs

10%

33%

57%

Strongly agree

Agree

Strongly disagree

43

Page 44: HMT Ajmer Trade Union

Feedback given to employees by their supervisors about the work done

31%

44%

25%

Motivating

Demotivating

Neutral

Does management provides any recognition for good work

2%

89%

9%

Strongly agree

Agree

Disagree

Employees relation with their immediate superiors

44

Page 45: HMT Ajmer Trade Union

59%

8%

33%

Good

Satisfactory

Unsatisfactory

Are employees at HMT satisfied with their Jobs

8%

86%

6% Strongly agree

Agree

Disagree

45

Page 46: HMT Ajmer Trade Union

How employees perceive medical reimbursement scheme of the Company

46%

32%

8%

14%Excellent

Good

Satisfactory

Unsatisfactory

How is the Transport Facility of the

Company

20%

56%

18%6%

Execel l entGood Sat i sf actoryUnsat i sf actoy

46

Page 47: HMT Ajmer Trade Union

How are the wage policies adopted by the Company

10%

18%

72%

Good

Satisfactory

Unsatisfactory

How are the welfare activities provided by the Company

40%

22%

4%

34%

Excellent

Good

Average

Poor

47

Page 48: HMT Ajmer Trade Union

You are you provided with all the necessary and required safety/protective

equipment

44%

56%

Frequently

Sometimes

48

Page 49: HMT Ajmer Trade Union

SWOT AnalysisSTRENGTH

It is multi dimensional, multi trade organization and its pioneer in machine tools

in India having large India wide marketing and after sales service network.

It has very sound base for training for the newcomers and in –depth technical

know-how to available with the company.

Emerging capabilities in the CNC segment.

Quality orientation.

ISO-9001 certified.

Proper organization structure for smooth working of the employees.

HMT takes care of the employee welfare.

There is proper delegation of Authority and Responsibility.

Provides good canteen facility at all working hours.

There is proper channel of Communication i.e. top to down and down to up.

WEAKNESS

Facing financial crises.

Due to non revision of wage, Employee turnover is high.

Due to lack of Working Capital, production is hampering.

Government is not making any revival policy for this loss making PSU.

Company is unable to continue some basic facilities which were earlier started.

OPPURTUNITIES

In year 2000, government has supported financial to the company for restructuring

their business plans reducing manpower and improve productivity by automation

of machine.

Access to international technology.

Centre for precision manufacture parts.

Centre for detailed designs based on international concepts.

THEREATS

Every private organization is allowed to purchase second hand machinery under

open general license from any country.

Cheaper imports cutting into share of Indian machine tools.

49

Page 50: HMT Ajmer Trade Union

Conclusion

The role of different trade union in the organization has been found quite satisfactory as

per as setting of various workers relative issues is concerned the total IR Industrial relation

is peaceful indicating that workers are having full confidence in the union and happy with

the function of the union .

Trade unionism is a means for workers to liberate themselves from poverty and social

exclusion. Workers use trade unions as their representative voice to demand their rights

and improve their living and working conditions. The formation of trade unions was a

reaction against the mechanisms of pauperisation, notably: low pay, long working hours,

child labour and generally appalling working conditions. And so trade unionism has always

been about eradicating poverty. The symposium recalls this historical, as well as the

current role of trade unions, to continue the fight againstpoverty and to promote social

justice in the global economy.

50

Page 51: HMT Ajmer Trade Union

Recommendations and Suggestions

A few suggestions for the development of such unions are:

I. One Union in One Industry: Multiplicity of unions in the same plant leads to inter-

union rivalry that ultimately cuts at the root of the trade union movement. It weakens the

power for collective bargaining and reduces the effectiveness of workers in securing

their legitimate rights. Therefore, there should be only one union in one industry.

II. Paid Union Officials: Generally, the trade unions avail the services of the honorary

workers due to lack of funds. The practice should be stopped because honorary office

bearers cannot do full justice to the task entrusted to them because of lack of time at

their disposal. Suppose that you are asked to do something in the office, which requires

a lot of responsibility. You are not offered any thing in return. Of course the motivational

levels will come down unless and until you are a very passionate or a committed

person. The same applies to the officials of the unions. Therefore, paid union officials

should be employed who are persons of proven integrity and who are able to evaluate

the demands of workers so that they may negotiate with employers on equal footing.

III. Development of Leadership from Within: It is of crucial importance that trade

unions are managed by the workers, and not by outsiders. Leadership should be

developed from within the rank and file of the workers. We have already discussed the

problems related to the outside leadership in the organisations. Please note that the

outside leadership should not be encouraged in the organisations because of the

following reasons:

Salary of organization is not be revealed since after 1992 resulting into poor response

toward poor recommended it is felt necessary that the long over due revision from 1992 be

have given to the organization employee to satisfy there needs.

Enforcement of Discipline.

HMT should try to create a sense of belongingness among its employees by

introduction of new schemes and facilities.

HMT should follow the policies laid with full devotion which will be helpful for the

Company in the long run.

ANNEXURE

51

Page 52: HMT Ajmer Trade Union

Questionnaire

1. Organization gives freedom to employees use their skills in your area of job.

2. Company communicates every new change to employees that occurs

3. Feedback given to employees by their supervisors about the work done

4. Does management provides any recognition for good work

5. Employees relation with their immediate superiors

6. Are employees at HMT satisfied with their Jobs

7. How employees perceive medical reimbursement scheme of the Company

8. How is the Transport Facility of the Company

9. How are the wage policies adopted by the Company

10.How are the welfare activities provided by the Company

11.You are you provided with all the necessary and required safety/protective

equipment

12. What is Trade Union?

13.How many Union in HMT?

14.How can worker choose the Union Leader?

15.What is the role of Union Leader?

16.What is the work of Trade Union?

17.How many member works in Trade Union?

18.Which facilities provide by the company to the Trade Union?

19.How can affect new technology to Trade Union?

20.What is the role of labour in Trade Union?

21.How can change Union according time?

52

Page 53: HMT Ajmer Trade Union

Bibliography

BOOKS :

I. Author V S P RAO

II. Title Human Resource Management

III. Place of publication New Dehli

IV. Publisher Excel books, New Dehli

V. Date of Publication 2005 2nd edition

i. Author K Aswathappa

ii. Title Human Resource Management

iii. Place of Publication New Dehli

iv. Publisher Tata McGraw- Hill

v. Date of Publication 1999

I. Author S.N.PANDY

II. Title Basis of Management

III. Number of pages referred from “25 to 31”

WWW.HMTINDIA.COM

WWW.HMTI.COM

Previous Summer Training Reports.

53