The Japanese work place basics such as Kaizen, cleanliness (5S), on the spot root-cause analysis (3G) and strict adherence to systems (3K) are the backbone of the Company's culture. These are regularly reinforced through training sessions and visual displays.
The Company's employees are actively involved in the improvement activities and extend their best possible contribution towards the growth of the Company. There is a robust and well structured suggestion scheme. The Company allows stoppage of work for 30 minutes every month to conduct Quality Circle meetings. The Company observes two maintenance shutdowns during the year and these coincide with the school holidays to facilitate work-life balance for the employees.
Innovation and Creativity
The Company fosters a culture of innovation and creativity through activities such as Nav Nirmaan and Agni. Nav Nirmaan Month is observed every April and is marked as the Innovation and Creativity month.
In 2009-10, a strategy forum was set up to develop innovative ideas. The forum, called Agni, has cross-functional and multi-level representation that allows convergence of diverse perspectives and ideas. Agni is working on new ideas such as resource optimisation and key sustainability initiatives to take Maruti Suzuki to the next level of sustainability. The ideas generated by Agni are presented to the top management for approval.
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Diversity, Equal Opportunity and Non-Discrimination
The Company ensures that there is no discrimination at the work place against any employee on grounds of race, colour, religion, caste, sex, age, marital status, disability, nationality or any other factor under the applicable laws and contemporary practices.
All activities such as recruitment, placement, promotion, transfer, compensation, training and other benefits are based on the merit and competency of the individual and business needs.
The Company makes all efforts to include employees from different ages, backgrounds and gender in various committees and governing bodies.
No substantiated or unresolved incidence of discrimination was reported in 2010-11.
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Prevention of Sexual Harassment at Work
The Company has instituted an anti-sexual harassment policy. The responsibility of ensuring adherence to the policy lies with the top management, directors, divisional heads, members of senior management as well as all employees.
The Company has a committee for the prevention of sexual harassment at the workplace which has been constituted in line with the directives of the Supreme Court.
No incidence of sexual harassment was reported in 2010-11.
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Non-Discrimination of HIV/AIDS at the Workplace
The Company has instituted a policy to ensure non-discrimination of employees infected or affected by HIV/AIDS and offers every support to such employees.
This policy relates to all employees and contract workers and covers all aspects of work, formal and informal.
No incidence of HIV/AIDS discrimination was reported in 2010-11.
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Bribery and Corruption
The Company's Code of Business Conduct and Ethics lays down guiding principles for all employees to follow while dealing with their stakeholders.
The Code provides guidelines on bribery and corruption among other elements. Employees are required to act in accordance with the highest standards of integrity, honesty, fairness and ethical conduct while representing the Company.
The Code of Conduct is signed by all board members and senior management every year. All employees sign the Code of Conduct at the time of joining the Company.
No incidence of corruption was reported in 2010-11.
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Forced and Child Labour
The Company abides by the Government of India legislations with regard to forced and child labour. The Company has also formulated an Anti-Forced and Child Labour Policy that covers its entire operations.
No incidence of forced or child labour was reported in any of the Company's units in 2010-11.
Maruti Suzuki's policies on Anti-Child Labour and Anti-Sexual Harassment were shared with all its suppliers. The suppliers were encouraged to implement these policies at their end. Further, the Company is in the process of making these policies an integral part of the purchase agreement with the suppliers.
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Freedom of Association and Collective Bargaining
The Company has a mature and non-affiliated internal labour union. All regular associates are covered under the process of collective bargaining.
All major policy changes impacting workmen are discussed with the union representatives and their opinions are incorporated after examining their feasibility, and statutory requirements. All such changes are communicated to workmen directly and through union representatives. The certified standing order with regard
to the minimum notice period for operational changes
No incidence of violation of freedom of association was reported in 2010-11. There was no incidence of unrest in the Company during the year.
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Communication of the Company Vision, Core Values and Policies
Sensitisation about the Company vision, its core values and various policies is a part of the induction programme. This information is reinforced through visual displays on the shop floor, in offices and meeting places. The Company's policies are also available on the internal portal.
All senior level appointments are made on the basis of the Company's need, vacancies and merit of individuals. For hiring at workmen level (skilled, semi-skilled, unskilled and apprentice), equal weightage is given to candidates from across the country.
Since inception, Maruti Suzuki has instituted common practices for all its employees. All employees right from shop floor associates to the top management wear the same uniform, eat together in the canteen, and are entitled to similar medical facilities. The open office system of the Company ensures transparency, aids faster communication and creates the physical structure for a boundary-less organisation besides strengthening the feeling of oneness and team-work.
Human Resource Development
Maruti Suzuki believes that competent and committed manpower is its biggest competitive advantage. To maintain this advantage, continuous learning and innovation are essential.
At Maruti Suzuki, the employee development process begins on the day of joining. A warm welcome, a detailed induction programme and mentoring by seniors helps new employees adjust to the new work culture quickly.
Training needs identification, 360-degree feedback and development centre exercises are carried out every year; inputs thus received are used in preparing the annual training calendar. To ensure all round development of employees, the calendar includes behavioural, functional and safety training. The training calendar covers classroom, on-the-job and outbound training.
The Company has a robust Performance Management System and all regular employees are covered under
Employees are also sent abroad on Association for Overseas Technical Scholarship and Overseas Vocational Training Association training to further improve their job specific skills. Employees are also sent to SMC, Japan, to work on live projects and to learn from experienced SMC engineers. SMC is helping Maruti Suzuki in a concerted way in establishing R&D facilities and developing the skills of R&D engineers.
All security personnel are trained by the security agency on functional and behavioural aspects including non-discrimination while dealing with people.
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Leadership Training Initiatives
A series of leadership development interventions were carried out to further enhance the competencies of middle, senior and top management.
In 2010-11, the Company took its leadership development exercises to a new level with a slew of activities such as:
- A two-day workshop on leadership and culture of innovation for department heads.
- Department Heads Roundtable: a forum that facilitated dialogue between department heads and top/senior management of the Company on key business challenges and resource planning.
- A two-day workshop organised for divisional heads on strategic leadership, sustainable innovation and culture of developing people.
- Top Management Retreat: Two days of reflection and discussion on cutting edge business strategy and managing expectations of key stakeholders.
- Guest Lecture Series: inviting management gurus, successful sports persons and eminent entrepreneurs to give talks.
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Higher Education Scheme
The Higher Education Scheme was introduced in 2008-09 to meet the higher education needs of young managers. This scheme helps not only in grooming and retaining high potential managers but also in fulfilling their career enhancement aspirations.
The scheme includes full time executive MBA and part time MBA programmes. The scheme is applicable for cadres from assistant manager to senior manager and has a defined eligibility and selection criteria.
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All new joiners are covered under this scheme wherein seniors play the role of mentors. This helps the new entrants to settle into the organisation smoothly.
A mentor provides support not only on the professional front but also on the personal front, such as help in finding accommodation and adjusting to the Company's culture.
Training intervention in the organisation at all levels has led to:
- Better management of the workforce.
- A multi-skilled, diverse workforce.
- Identification of future leaders.
- A workforce trained to meet future challenges and the organisation's expansion plans.
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Reward and Recognition
Maruti Suzuki has a robust Reward and Recognition Policy. Remarkable performance by the employees entitles them to low cost awards, quarterly awards and annual appreciation awards.
The annual appreciation award includes a paid trip for two nights and three days for the employee and her/his family at any tourist place (cost upto Rs. 30,000), an appreciation certificate and a trophy.
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Discussions during the Department
MANPOWER BREAKUP AS ON 31ST MARCH, 201
|Assistant Supervisor & above
|Total regular manpower
FEMALE TO MALE RATIO OF REGULAR EMPLOYEES
|Female to male ratio
Maruti Suzuki strongly believes that a healthy and safe work environment is essential to maintain optimal manpower productivity and to keep employee motivation high. Its manufacturing facilities and offices are designed to ensure safety and comfort of employees. The Company pays attention to ergonomics at the workplace, especially for its workmen. Manufacturing processes are modified and automation introduced to minimise fatigue caused by activities such as bending, heavy lifting and excessive carrying of loads. Training programmes on ergonomics for workers are organised by the Safety and Welfare Department.
The Company has a team of qualified medical officers and paramedics and a well-equipped medical centre to provide medical assistance to employees in both shifts. Regular medical surveillance of hazardous and high-noise areas in the manufacturing facilities is conducted to monitor parameters that can potentially impact employees' health, and to ensure that they are within the permissible limits. In hazardous working areas, counter-measures are taken proactively to minimise any negative impact on employees' health. A health check of all workers operating in hazardous areas is carried out twice a year.
In the reporting year, the focus of occupational health was on awareness generation among employees. Importance was given to identification and prevention of diseases at the initial stage. Through the year, the Chief Medical Officer issues advisories on prevention of seasonal and infectious diseases and organises health talks by specialists. Medical talks on hypertension and diabetes, eye care and refraction, hepatitis, breathing disorders, kidney diseases and posture and back pain were organised in the reporting year.
Health awareness and check-up camps were organised routinely at the plant in association with reputed hospitals. Vaccinations are also provided to employees at discounted prices. Further, yoga classes were held every day at the plant and the corporate office in the evenings.
As a policy, Maruti Suzuki entitles all its employees over 40 years of age for a free annual health check-up. This is done through tie-ups with reputed hospitals. These annual check-ups have led to timely diagnoses of diseases and lifestyle changes for many employees.
No significant occupational disease was reported to the health centre in 2010-11.
Maruti Suzuki follows the Safety First approach across the organisation; it has built a robust institutional framework for safety and has demonstrated a strong safety culture.
A dedicated Safety and Welfare Department takes care of occupational safety, supported by 120 safety coordinators from all functional areas of the Company. The department ensures work place safety, undertakes various awareness and training programmes and executes a safety activity plan. Additionally, strong employee involvement is encouraged in occupational safety through participatory approaches such as suggestion schemes and theme based safety events. Shop floor workmen participate in the plant level safety committees. Besides this, there is a Central Safety Leadership Council (CSLC) comprising top management from all business verticals. The council reviews safety performance on a quarterly basis and provides functional teams with appropriate guidance.
Maruti Suzuki has formulated a Health and Safety Policy and Safety Management Principles. These principles aim at achieving high standards in safety through implementation of well-defined procedures, risk assessment, audits, training, awareness programmes, safety promotion activities and a suggestion scheme.
Maruti Suzuki strives to achieve zero accident and injury. Various initiatives have been undertaken towards this goal, such as issuing of work permits and an online reporting system called Work Safe Online, through which incidents, including near-misses, are reported.
These initiatives help in tracking all incidents, accidents, near misses and collating information for analysis. It also provides a source of learning to avoid occurrence of similar situations in
To implement the Safety Management System in the Company's sphere of influence, Safety Health and Environment (SHE) Conditions of Contract were introduced for all contractors and service providers in 2010-11. In addition, the Company began working on the OHSAS certification process.
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Maruti Suzuki's performance on key safety parameters such as injuries and lost days is mentioned below:
SAFETY PERFORMANCE ON KEY PARAMETERS
Note:*Accident data as per IS 3786.
||Injury rate (per 100 employees)
||Lost days (nos.)*
||Lost days rate* (per 100 employees)
||Man-hours worked (million hours)
Accident data for 2008-09 is for the Gurgaon plant only.
Safety Promotion Activities
At Maruti Suzuki, safety training is an integral part of the induction process. For mass safety awareness, various training programmes are organised periodically for employees as well as for contract workers.
Special care is taken for the safety of visitors entering the factory premises. Safety Guidelines for Visitors were developed in the reporting year and are shared with visitors entering the factory premises.
Maruti Suzuki has adopted best safety practices from SMC, such as Kikken Yochi Training (KYT) and Hiyari Hatto Training (HHT). These practices have been institutionalised across the production function of the organisation. In order to conduct these activities, the production line is stopped for 30 minutes every alternate month in both working shifts, to identify the potential risks and devise mitigation plans with the involvement of workmen.
Safety Month is observed every year in the Company, starting from National Safety Day on 4th March. Safety Month activities are launched with the Managing Director taking the safety oath. Various activities are organised during the month to promote safety, such as poster-making and slogan-writing competitions, safety training workshops, occupational health check-ups and street plays for awareness generation.
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Maruti Suzuki has developed an on-site emergency plan for handling emergencies. Hazard identification and risk assessment have been carried out in a structured manner and are reviewed periodically. The Company is well equipped with fire fighting vehicles, safety and rescue equipment, and has trained staff for tackling emergencies. Periodical mock drills are conducted at various locations to assess emergency preparedness. The Company also provides support to joint venture companies in its Suppliers' Park in case of fire emergencies.
There have been no significant fines or non-monetary sanctions levied against the Company for non-compliance of laws and regulations in 2010-11.
Employees undergoing mandatory