GROUP - 7

Mr. Alok Pratap Singh (05)

Dr. Badari Narayana T K (10)
Mr. Venumadhav (41)
Mr. Venkataramana (46)
 Three Joys:
 Joy of buying
 Joy of selling

 Joy of Manufacturing

In addition the ‘ Joy of creating’ helped staff

derive happiness from their daily work
 HMSI is a wholly owned subsidiary of Honda Motor Company Ltd

Total Employees Strength – 3000

 2000 workers :1300 core + 700 contract

 1000 supervisors/ Managers
 Additional 700 Trainees + 300 Apprentices

Worker wages – U/S = 8150 & Skilled = 11200.

Welfare Measures:- Subsidized canteen, Uniforms, Hosp

reimbursement, Transport Facility, Sports club
 Industrial Relations:
Smooth for first two years
Later Part was characterized by:
Perception of unfairness by workers (Diwali gifts)
Unreasonable Work floor restrictions (Movement Sheet)
Abuse of authority, partiality and nepotism by (postings and soft
duties).
Communication Gap (Top mgmt- Indian Mgrs- workers)
Cultural Insensitivity (Sikh officer incident)
Owing to the prevalent environment, workers put forward 50
demands & attempted to form a union – rejected.
Work slow down – Gherao – Violence- Suspension – Political
intervention- Civil unrest – Protest and state intervention
 Developing Cooperative IR : From Adversarialism to Pluarism
and now moving to Neo-Unitarism
 Continuous Communication : Sustained interactions that
mutually benefit the parties concerned – meeting every
fortnight with Union representatives
 HRM Strategy : Building psychological contract – OTJJ –On the
job joy
 Open approach to grievance redressal
 Flexibility Approach
 Analyse the impact of future policy changes and
make employees participate in policy changes
 Training & development for employees
 Encourage feedback from employees
 Lack of cross-cultural understanding
 Lack of training on inter personal , team building and
negotiation skills among managers
 Authoritarian approach of management towards employees
 Aliénation & discontent: Social & psychological problems,
Insensitivity towards religion and cultural issues
 Management efforts to prevent union formation..
 Grievance redressal – Fear of approaching the management
 Implementation of Neo- unitaristic approach
Dignity at work – Valuing every individual, freedom, respect
and opportunity
 To re-build the mutual trust between employees and
management
 Meeting Ambitious expansion plans
 Internalisation of Honda way of culture among employees –
Joy of creating
 Build better Industrial relations to improve productivity
 Global HR strategy followed three joys along with
Joy of creating (i.e. deriving happiness from daily
work). But the Joy of creating was not perceived at
HMSI.
 Earlier adversarial approach was followed by HMSI
and post July scenario, they were forced to adopt
Pluralist approach
 Lack of motivation and satisfaction
Remuneration Disparity – Bonus, Salary
Communication – “Dream Team” hasn’t addressed employee
concerns.
Training & Development – Lack of Interpersonal Team Building,
Negotiation skill and conflict management
 Divergence of interests among employees and the management
 No focus on balancing reward and culture.
 Flexibility management: Failure of top management to understand
labour requirements and maintaining a peaceful working
environment
Adversarialism Neo-
Unitarism
 HRM strategy should be used to promote co-
operative IR
• Joy of creating – OTJJ – Recognition, reward &
fun

 IR should shift from adversarialism to neo-

unitarism
 Managers were not proactive in addressing the workers issue
 Union serves as platform for employee grievances: It develops an
environment of partnership and co-creation between employers and
employees
 Management of cross culture understanding (MNC)
 Integrated dominant HR frame work is the solution to build the
cooperation between employers and employees
 Attempt to relate Practice with Causality i.e. Understand the roots of
conflict and work towards resolving it rather than attempting to patch up
or neglect before reaching the threshold
 Union-substitution strategies should be implemented to achieve
employees satisfaction