In any long range plan, the first
task is to list the objectives.
Before we proceed to make such a
list. However, we must ask ourselves,
"In relations to what, can
objectives be defined?"
The components making up an
industrial system like L&T are
1 Management,
which directs )
2 Men,
who control and operate )
3 Machines,
which convert )
Internal
4 Materials,
into products and services )
made available to )
5 Consumers,
whose purchases are also )
Sought
by )
6 Competitors. ) External
7 Government
and the public )
Clearly objectives can be defined in
relation to any one or more of the above components. Of these, the first four
can be considered 'internal' and the remaining three 'external'.
Of the first four, Management is but
a concept which, at best, can be defined vaguely. Men, machines and the
materials are physical entities, although definitions may vary from the philosophers
to the income-tax officers!
Since setting objectives for
management is outside the scope of this report, no attempt shall be made in
that direction.
Having further agreed that, in the
final analysis, it is the man who matters most, the stage is now set for
listing the objectives for our long range personnel development program. with
reference to Switchgear Division, these objectives, briefly defined, are:
For attaining an approximate sales
value of 8 crores by 1971-72, to train and develop the following staff -
At Corporate Level
A Divisional Manager in overall
charge of the 'division; responsible and accountable to the Board of Directors
for the sales, the profits and the return-on-investment goals set for him by
the Board.
At Divisional Level
The Works Manager
The Sales Manager (to be called The
Marketing Manager)
The Staff Manager
The Administrative Manager
The Finance Manager
The Advertising Manager
At Operational Level
The Manager - Manufacturing
The Manager - Design
The Manager - Purchase
The Manager - Personnel
The Manager - Training
The Manager - Accounts
The Market Research Officer
The
Sales Promotion Officer
The Sales Training Officer
The Chief Accountant - Sales
At the works Level
The Chief Engineer – Industrial
Engineering
The Chief Engineer – Tool
Engineering
The Chief Engineer - Planning
The Chief Engineer - Production
& Control
The Chief Cost Accountant – Works
The Chief Engineer -Plant &
Maintenance
The Chief Engineer - Quality Control
The Plant Superintendent
At The Supervisory Level
- All the Section Heads (see organization chart, pp )
- All the Foremen (see organization Chart)
At this point, I must make 'a
confession. For more than a year now, I have been seized with the thought of
improving the calibre of the personnel in -
The Production Planning and Control Department
The Production Planning and Control Department
The Plant Department
The Quality Control Department
Manufacturing Shops and Stores
and all of my efforts at assessing the training needs were directed in these areas alone. The suggestion to present my thoughts in the manner of a brief report came from Mr G Ramkrishna. While preparing the notes, I felt compelled to include, at least at the managerial level, such other areas as design, Purchase, Finance, etc as well, as the proposed origanisation charts would otherwise be incomplete.
Although I would include certain
generalization regarding the training needs in some of these other areas, these
are more in the nature of 'corollaries' to the central Theme.
By now, we have answered the first
question,
To train whom?
Our objectives would be devoid of
all meaning, unless we now answer the second question,
To train for what?
The answer to this and some more
pertinent questions shall be found in the next chapter.
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