Management of Re-rolling mills in SME sector...

Management of Re-rolling mills in SME sector Re-rolling mills in SME sector play a very important role towards the steel economy of the country. There are around 1800 re-rolling mills in small and medium enterprise (SME) sector in India. The rolling capacities of these mills are mostly in the range of 8,000 tons per year to 80,000 tons per year. These mills are crucial to the national economy since they are not only making available a large amount of finished steel in the market but many of these mills are also converting a substantial amount of steel scrap into finished steel thus serving the overall cause of steel recycling. Since the conversion of steel scrap is taking place without its melting in these re-rolling mills, it is helping towards the cause of the conservation of raw materials and energy as well as saving the generation of green-house gases. The technology adoption level of these mills is rather low and many of these mills operate with technologies which are 50 years to 60 years old. Most of these re-rolling mills do not have practices to keep systematic data in different areas of their functioning. These mills operate at low level of productivities and high level of energy consumptions. They have some special problems and challenges. Re-rolling mills in SME sector practically do not have even simple control systems. They work with a low degree of standardization. The work force is having high experience in limited area. There is increased focus on the experience of the people and there is practically no effort to enhance the knowledge of the work force. The approach to all the issues is informal leading to decisions which does not often bring improvements in the working of the mills. Re-rolling mills...

Welfare of Employees and Steel Organization...

Welfare of Employees and Steel Organization Employees are essential for the production in a steel organization. They deserve to be treated with respect and to be provided with proper welfare facilities and incentives. Employees’ welfare refers to those measures of the organization which aim at promoting the physical, psychological, and general wellbeing of the employees. The basic aim of welfare measures is to improve the living and working conditions of the employees along with their families. Normally employees’ families are included when welfare measures are taken by the organization since the employees’ wellbeing cannot be achieved in isolation from their family. The employees’ welfare measures include some or all of the amenities provided in or near the organization and related to the working and living conditions. The employees’ welfare measures have the following objectives (Fig 1). To provide better life and health to the employees To make the employees happy and satisfied To relieve the employees from work fatigue To improve the intellectual, cultural and material conditions of the employees Fig 1 Objectives of the employees’ welfare measures Welfare measures improve employees’ worth and boost their self-esteem, morale, financial status and act as, a sort of motivation to drive the employees to have more passion for their job and thus increase their productivity. Welfare measures are what the steel organization management is expected to pursue as it look beyond instant profit making for enduring sustainable performance of the organization in perpetuity. Lack or inadequate welfare facilities and other incentives lead to poor motivation of the employees. This greatly affects their performance as well as the performance of the organization. Hence, there is need for the management to provide the employees’ welfare facilities and other incentives in the organization so that the employees, management, and...

Organizational Communication – Effective Tool for Excellence...

Organizational Communication – Effective Tool for Excellence Communication is the process through which information is exchanged and understood by two or more people or groups, usually with the intended or unintended motive to influence the behaviour. It is seen as transfer of information from the sender to the receiver with the information been understood by the receiver. Organizational communication is a key element of the organizational climate. it applies to all the phases of management in the organization. It is the central binding force that permits coordination amongst the organizational people and thus allows for their organized behaviour. In fact, the behaviour of the people in the organizations is best understood from the way they communicate. Communication for the organization is like blood flow in the human body. It is very necessary for the effective organizational performance. Effective communication is also essential for the coordination between material and human elements of the organization. In the absence of such effective communication, the smooth functioning of the organization gets jeopardized. The most efficient management is that which understands the values of communication and use it effectively in the environment of the organization. During earlier days, communication in most of the organizations used to be largely informal since the organizations were small. As the size of the organizations increased, organizational communication has not only become far more complex and varied but also more important for the overall functioning and success of the organizations. Communication is a mixture of personal attributes and organizational aspects. Effective communication is necessary for the organization since the management functions in the organization are carried out through communication. In fact effective  management in the organization is directly related to the effective organizational communication. Organizational communication is of increasingly importance not only for the...

Harnessing Creativity and Innovation in Organization for Excellence...

Harnessing Creativity and Innovation in Organization for Excellence  In the present day of complex and volatile global environment, an organization having rapid adaptability only succeed. The best practices of success of yesterday are no more valid and following of those practices can push the organization towards disaster. There are several examples of the organizations which became so charmed  with, or paralyzed by, the status quo that they failed to notice the winds of change and faded into oblivion. A successful organization of today is aware that the work processes are changing at a much faster pace these days and it has to face the challenges of rapidly changing technology, globalization, uncertainty, unpredictability, and turbulence. Such organization understand the importance of harnessing creativity and innovation and knows that this activity is critical for the success of the organization in maintaining its competitive advantage as well as in its survival. Management of such organization unleash the talents of its employees and also harness all these diverse talents to yield a useful and cohesive result. Differentiating creativity and innovation Often creativity and innovation are considered synonym of each other. But these two words convey different aspects. While creativity is always been at the heart of human endeavor, innovation creates value and is recognized as central to organizational performance. Innovation is considered, quite simply, an absolute necessity for the survival of the organization. Creativity is a process of developing and expressing new ideas that are likely to be useful. The process of creativity ends in an innovation. Innovation is the embodiment, combination, and or synthesis of these ideas in relevant, valued, and new products, services, processes or procedures. Creativity is about the generation and sharing of ideas, while innovation is the process by which these creative ideas get implemented. The...

People Strategy for Excellence...

People Strategy for Excellence An organization is as good as the people who work in it. The continual success journey of the organization depends on the expertise, talent, interpersonal skills, and proactivity of its people. People are the lifeline of the organization. People strategy plays a very important role for the organization in its path  for achieving excellence. People are always necessary to the organization since they provide inspiration, creativity, vision and motivation that keeps the organization alive. They provide the skills and competencies necessary to make an organization work. And above all they provide the labour for the production of the goods and services that the organization supplies to its customers. People are a major and often the most important resource that the organization has. People and the intelligent use of their knowledge are the major determinants for the success for the  organization. The organization aiming for success through excellence develops and implements  its people strategy in a manner to attract, retain and fully engage its people and to ensure that they are empowered. Right type of people strategies are needed for making people of the organization to appreciate and to rely on each other for becoming ‘active citizens’ of the organization. With proper people strategies, people become committed to high performance and continuous improvement. They operate with high efficiency and with principles of fairness and integrity all the time.  They have opportunities to grow. They feel cared for since their efforts are recognized and appreciated. They feel proud of the organization they work in, the products and services they deliver and that they are making a positive contribution to the environment around them. Proper people strategies focus on the right combination and type of people and the level of performance required to...