Bhilai Steel Plant Is Rightly Considered As The Jewel In The Crown Of SAIL

After the liberalization, Privatization and Globalization (LPG) process in the early 1990s, the organizations have come to understand the fact that the people are the centre of the whole system. For creating a performing organization and to sustain the performance, HRD orientation needs, to be top down and should also involve the line managers to ensure sustainable peak performance.

It is evident that most of the problems in an organization are human related, as human beings are dynamic and complex. Hence, human resource development is a challenging job. Moreover, unless organizations learn to tune human resources, success will be elusive. HRD has very close relationship with number of human activities as well as functional activities of the organization.

The Indian economy has changed a tot in the last few years, with most of the giant organization going for mergers and acquisitions. (MCIE data-Centre for Monitoring Indian Economy) However, the success rate is very slow because of the cultural mismatch and failure to manage human resources properly.

We cannot differentiate successful organizations on the basis of technology that they are using; it is basically people and their way of managing the organizations that is a differentiating factor between successful organizations. Thus, HRD has to play a strategic role in realizing the business goals of organizations rather than being perceived only as a support service.

According to J.R.D. Tata (1943) “It is clear if your labor relation programme is to be really effective, it should embrace every subject and every activity bearing upon a worker’s employment, or affecting his family. It should carry out not merely the negative task of removing discontent, but the positive one of creating containment.”

So, HRD has a very close relationship with the perceptions, behavior and attitude of people. It throws a lightning impact on group dynamisms, work cultures of employees.

In the 50, there was a strong belief that employees were recruited not to question ‘why’ but only ‘to do-and-die’. In the 60s’ terms like manpower, staff and personnel came to be used. In the late 70s, people realized that beyond a point, productivity depended on people. The Indian organizations are experiencing some transitions and changes. The workforce of the 50s and 60, have retired. The middle level is now at the top with the hangover of all possible middle class values. The new generation of MBA, are pouring into industrial organizations. Young executives in their mid-30s are heading HRD/HRM divisions in big companies due to the unprecedented advancement of Information Technology.

Most multinational companies have a long held view that a person who is proficient in certain techniques and skills can be an effective manager anywhere in the world. Of late, however, there has been a growing awareness that to be successful managers must adopt their expertise to the cultural and economic context in which they operate. References to national or regional variations such as the American or European style of management have become common. Along with the economic development, Asia is also evolving its own style of management. A blend of old and new, it has strong elements of Asian cultures and values.

Life as a whole:

The concepts of loyalty, duty, happiness, honor and justice within this framework find a unique expression in the behaviors of Asians. In the Asian view, economic life cannot be seggrated from life as a whole. People cannot be treated as a more units who produce profit. Profit is not defined as only money but sum total of human happiness. For a western employee, job is primarily a business of contract. To an Asian, it is a personnel relationship.

To the Asian mind, success becomes meaningful when imbued with a social purpose. A good manager is not simply competent but also compassionate, one who protects the livelihood of employees, e.g. one of the foremost achievements of Bangkok Bank, that the bank has never initiated a lay off program throughout its 43 years history. Long before the world took notice of the life long employment practices in Japan, the workers in most Asia societies were treated as members of extended family.

Head and Heart


From the Asia perspective, a manager who is compassionate also has high integrity. A senior manager is like the head of the family and is often approached by subordinates for help and advice on personal problems (Banchong somboonpakorn, manager of Thai Chemicals Corporation).

According to Jeremy Pickle (regional President of West big Corporation) Asia managers, especially Indian managers are two types: SHAMs (Standard Hybridized Asian Manager) CRAMs (Culturally responsive Asian Managers) . Now the trend is SHAMs are gradually giving way to CRAMs.
– Understanding the Asia Manager – Hari Bedim (Allen & Unwin)

BSP is a huge and complex industry involving huge quantities and skills of diverse nature and that too in large numbers. HRD at Bhilai examines how the workforce is enabled to develop and utilize its full potential, aligned with the company’s objectives. Acharya Vinobha Bhave (3rd January, 1964), said on Bhilai “To-day I am changing the name of Bhilai. I am rechristening it as “Bhalai”, meaning welfare. The welfare of India will be reflected here.

As BSP, has been considered as an integrated Steel Plant, it has carrying the biggest burden to build better work systems. (a. work and job design, b. Compensation & Recognition) employee education, training and development, employee well-being and satisfaction (a. work environment, b. employee support services, c. Employee satisfaction).

Year 2004-05 for BSP has been significantly eventful in terms of production, productivity, quality, accolades and rewards in the face of unprecedented challenges posed by the competing steel industry – domestic and abroad – as a whole. HRD practices of Bhilai have all along been a great catalytic agent in the process of transformations of Bhilaians towards the unified goal of achieving excellence. A significance proportion of the programmes have been dedicated to upgrade the computer competency of our employees, as most of the elements of decisions have to be computer savvy.

Bhilai is poised to manufacture 7MT of hot metal, 6.7 MT of crude steel and 6.2 MT saleable steel by 2012. Training activities related to multi-skilling, multi tasking have been accepted as an on going general feature of the plan, looking into the needs of critical skill to be developed in most of the shops.

The present compendium as a ready reckoner, therefore, will prove to be of immense value to all HRD practioners who have themselves right from the beginning towards the creation of an innovative, entrepreneurial culture in the large organization through competent, responsive and committed workforce.

We live in an age in which communication between people is essential to achieving our shared goals of development and peaceful consistence. New innovation in information and communication technologies has increased exponentially our capacity to connect with each other. It is up to us to use to harness the potential of these technologies in our work to extend the benefits of education, health care, trade and environmental protection to all . (FROM UN SECRETARY GENERAL MR. KOFI ANAN ON THE OCCASION OF WORLD TELECOM DAY 2005 MAY, 17).

Human communication has always been a combination of intellect and emotion – a characteristic that helps to define our shared humanity. Our information society has a way of reminding us of this reality, often in a dramatic fashion.

Looking ahead to Tunis, the true test of an equitable information society will be the extent to which today’s powerful knowledge-based communication tools are able to connect different people. (Mr. Yoshio UTSUMI – Secretary- General (International Telecommunication Union).

Bhilai Steel Plant is rightly considered as the jewel in the crown of SAIL. This position is not merely because of the efforts in the field of production, productivity and quality of the product but also due to good communication system in the plant. [S.K. Jain, GM I/c (Works)] [On the occasion of World Telecom Day, 17th May, 2005, a seminar in the assembly hall of BTI, 4.05PM.]

“I am happy to mention that in the recent past Bhilai Steel Plant has created huge infrastructure in the area of ICT. Many new initiatives like Enterprise Resource Planning (ERP), Manufacturing Execution System (MES) and Knowledge Management (KM) are being implemented to transform BSP into a futuristic organization. R.P.Singh, MD, BSP (Souvenir, world Telecom Day, Bhilai, 17th May, 2005).

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Plastic Ban in Puri, Odisha

There are many forms of rights of people, and all the time we cannot look to government to do everything. Government of India can work as catalyst for improving life of citizens but we need to look beyond and work out the most possible change that has to be come from within, as take the look and examine of how Clean India movement is going on. People need to be alerted, and need to work out forms of cleanliness all by themselves and then see the government to work out and make the augmented realities that comes upon to the people of India.

It is about education and education does not mean religious education but the real time readings in order to stand with their legs and become similar to others and live through the statement of person and create the trust within societies. It is all about creating and management of trusts and it should come within people that all are Indians and to ensure that the low end petty politics should happen once-again.

Policies needs to be mobilized by people on the ground in order to make it happen and one should see that no place the policies like Clean India and others should be materialised. Let us talk about banning of polythenes in the market. We do see that many shopkeepers at the vegetable market do have polythenes and they used to distribute to the buyer with vegetables and that is spreading such use of polythenes despite banning from central government.

In one shop when I bought tomatoes for 16 rupees a kilo another person was buying and he asked for polythenes and the shopkeeper gave him and that person asked him that why he is using polythene despite receiving polythene from him. Then both have civilized discussion on this issue and then both have conclusion that why the polythene factory is not been facing heavier fines and why they are allowed to produce this and why they are distributing this and the persons who are distributing are fined and penalized but the factory owner is still to date not been fined so far.

It is a good observation as and when such ban happens then it is a good idea to ban such factories who are producing such high level of plastic bags despite severe ban on them. Odisha state is one of the pioneers in this banning process but despite that it needs to ban the source of plastic bag industries and if it comes from outside state then the entire route needs to be comprehensively banned.

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Rail Museum, Mysore

Identity Card to be issued to Sevayata of Lord Jagannath Temple of Puri

Puri is famous for high tide sea-beach and world-famous Lord Jagannath Temple. There are many sevayatas inside temple and in modern times due to security reasons police forces from outside has been deployed in order to secure area in and outside Lord Jagannath Temple. Most of them could not recognize sevayatas and some times outside people in the guise of sevayatas intrude into temple and for this issuance of identity cards to sevayata is a welcome step and way forward.

In order to have eligibility for identity card the person must be from sevayata family and these identity cards to be issued on the behalf of nijogs of sevayatas. There are in total 36 nijogs in jagannath temple of puri and probably it is to be issued to male persons and am not sure but along with male sevayats the female sevayata to be allowed inside premises of Puri temple.

Most of times apart from pallia sevayatas there are occasions when other sevayatas who are engaged in other professions and they come to temple during holidays but recognizing them becomes difficult due to most of outside police as well as some of the younger police of temple not able to recognize them and then begins the process of confusions and arguments and in this way issuance of identity cards from nijog itself then proper recognition of persons from nijog itself make the entire process nice and proper.

What it makes most worth program that the responsibility comes up with issuance from nijog as they ultimately recognize people out from them, and this makes the process entirely authentic. It should have been done way before as this is a much needed program as most of times the confusion and argument comes from not recognizing the original sevayatas by police either from state and from temple and this is the much needed process to recognize them and makes the entire process smoother and well established way to create the entire process smother and create the congenital atmosphere during every day and during car festival too.

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Promoting and safeguarding odia language

In the past Odia literatures and daily, weekly and monthly magazines had contributed immensely to the development and safeguard of Odia language. With the development of journals there came the real development of Odia essay writings and literature. With it the real Odia tradition was recognised and fully renowned and discussed. With it came the development of Odia life style and now it is still continuing. It was necessary as fro 1836 , there was a conspiracy to wipe out Odia languages fully and it was pretty eminent when Krantichandra Bhattacharya announce in 1870 in one of his writings that Odia is not a language.

It enrages the Odia persons and then the fearless journalist the great Gouri Shankara Ray in Utkal dipika , fifth edition on 09/29.1879 , opposed vehemently to the words of Krantichandra Bhttacharya , if the orginial words of Odia language would be heard by Krantichandra Bhttacharya then he would not have spelled such things. He would have gone the wrong way deliberately or with some purpose, said by the great Gouri Shankara Ray in his article. Odia and the other languages are different and it is eminent form the writings as the Odia writing part is vast different from the Bengali part as the former is influenced by the hindi language writings script but the Odia language is completely separate and its dialect are also vastly unique.

This seems tha Krantichandra Bhttacharya has deliberately offended then the Odia language which was realy not necessary. If he would have live to day he would have realised that how big a mistake he had done by doing this. In 1868 BYaskabi Fakir Mohan Senapati on August fourth of this mentioned year published Sambad Bahika , which is more nationalistic and more oriented towards developing and keeping the Odia language to its fullest scale It had been praised for safeguarding the interests of Odia language and its roles should be remembered till the last of the Odia persons lived in this world.

Then from Deogarh with the patronage of Sir Sumakdev published Sambalpur Hitainsinni , a weekly journal first published on 1889 May 30 and it had done tremendous work to preserve and attain their Odia language to remain free from the clutching eyes of the neighbors then. He stresses on publishing the Odia study materials in schools and colleges. At those time when at the court hindi was the official language, then the Sambalpur Hitainsinni opposes and want it to be Odia. With this the separated land became united and slowly with due course to unite all the Odisha land had been gaining momentum and this has been populated and done in the 1936 first April which united all the Odisha land and the Odia language is now becoming the reality.

The British ruler Andrew Fraser realised this and commented in favour of Odia people. In fact it was only in Odia where the British have supported for the strong safe guard of Odia languages and it was vehemently opposed by then educated Bengali who want to hijack the rich cultural heritages of Odisha by deleting this languages all by itself with very parochial attitudes. The British announced the mother language of anyone should not be denounced such and it should not be removed from the native persons.

Those languages are foreign to the natives should not be laoded with them and these words supported the movement to save Odia language and in the long run it had very pulsating effects in removing the opposition form the neighbours. On 1872 Utkal Darpan published from Balasore, it had reflected many modern thinking and imparted a flurry of modern languages to this very vibrant language of India named as Odia. The modern pillars of Odial language writers such as Radhanath Ray, Fakir Mohan Senapati, Madhusudhan Rao published vibrant and beautiful writings .

It was patronage and supported by King Bainkutha anth. Radhanath and Fakirmohan digged the proud cultural and courageous heritages of Odisha and wrote wonderful articles on these. During those time the oppose to Odia language , some Benagli persons trying to discourage him through various carrot and stick methods but he continues to support this magazine relentelessly to pronounce the greatness of Oida languages. Utkal Sahitya published on 1897 editored by Biswhnath Kar. In 1915 Utkal manni Gopabandhu patronised Satybadi and it stresses on the strength of Odia languages. It suggests refined Odia language to use on day to day basis.

This magazine put the final nail on the coffin of the conspirators from neighbours who tried relentlessly shamelessly to destroy the great Odia language, but now it has been going strength to strength. Samaj published 1919 October fourth and it is live today and generously publishing and pronouncing the life of Odia languages. In 1876 Swadeshi published by William Mohanty to strenghtify Odia languages. For the first time in 1893 the then Mandraz University is now the Madras University introduced the first curriculum in Odia.

In 1890 it was first proposed to make the Odia language as the official language. Other prominent Odia publication were Gyanarunna in 1849 , probodha cahndrika in 1896, Arunnodoya in 1868 , Utkal Madhupa in 1878 , Sikhay bandhu 1886 , Deepak in 1889 , Indradhanu in 1893 , Bijulli 1893 and many many high quality Odia journal weekly , monthly attracted and justifies the great ness of Odia language and their effort in attaining it to the top notch position as we are her today is most desirable and laudable.

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