HUMAN RESOURCE POLICIES The inspiration for HRM policies of HMSI emanated from the philosophy of its

HUMAN RESOURCE POLICIES

The inspiration for HRM policies of HMSI emanated from the
philosophy of its Japanese parent company, HMCL which advocated two basic
beliefs for all its members: (i) respect for individual differences; and (ii)
three joysthe joy of using world-class products, the joy of selling world
class products and the joy of manufacturing world-class products. In HMSI, the
HR department was responsible to conduct training programmes and to promote
among its employees the Honda Waya kind of unspoken philosophy that
emphasized primarily on safety and quality in all aspects.

HUMAN RESOURCE POLICIES

The inspiration for HRM policies of HMSI emanated from the
philosophy of its Japanese parent company, HMCL which advocated two basic
beliefs for all its members: (i) respect for individual differences; and (ii)
three joysthe joy of using world-class products, the joy of selling world
class products and the joy of manufacturing world-class products. In HMSI, the
HR department was responsible to conduct training programmes and to promote
among its employees the Honda Waya kind of unspoken philosophy that
emphasized primarily on safety and quality in all aspects. The HR department
also organized training programmes to promote quality and team leadership.
Under the aegis of the HR department, there was a works committee as envisaged
under the Industrial Disputes Act, 1947 consisting of 15 workers and five
executives representing the management. There were other committees too with
one each for canteen, transport, health and sports. The department also brought
out a quarterly newsletter called Dream Team. However, it carried very few
employee-related write ups. The HR department was to be functioning under an
assistant manager, but the post was lying vacant for quite some time.

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