AN EXPERIENCE ON

EMPLOYEE PRODUCTIVITY
AND MOTIVATION
40 YEARS WITH LABOUR

D.B.Tiwari
FEATURE OF PANCHAYATI ERA
- Very limited industrial activities in private sector.
- Major industries on Public Sector.

- People needs and expectation very low.

- HR management concept not popular in Nepal.

- Minimum wage: Main motivation factor

- Absenteeism: Major problem at work.

- Disciplined workman.

- Single trade union

- Controlled economic system

(An interesting incident-----)

 Continue. Interesting incident

In 1977 Nepal government decided to reduced weekly

working hours from 48 hours to 44 hours for the
motivation of the workmen.
This matter was not discussed with the Employers
federation (FNCCI). Employers were forced to pay full
wages to workmen although the working hour was
reduced.
Weekly working hour is defined but wages is not in
hour basis. The impact of reduced of working hours was
not as anticipated. It neither helps in industrial relation
nor in productivity.
In 1979 again the Government directive came for 48
hours weekly work in which employer have to increase
4 hours equivalent wages at pro rata. This is how the
voice of industrialist is not heard off.
FEATURE OF MULTI PARTY ERA
- New labor Act and Labor Rules
- Liberalization and industrialization started.
- Open economic system
- HR management word started using in Nepal.
- Employees diversity
- People needs and expectation started growing .
- Many factor influenced people motivation at work.
- Political activities was major problem at work.
- Many trade union formed affiliating political party.
- State owned industries got sick and privatization started.
- Maoist insurgency damaged industrial environment badly.
FEATURE OF REPUBLIC ERA
- Liberalization and industrialization continued.
- Open economic system is continue
- HR management concept flourished
- Increased employee needs and expectation
- Employees diversity
- Many factor influenced motivation
- Turnover high for attraction of foreign job.
- Political activities, individual right major problem
- Short of Resource, Fuel, skilled manpower, safety and
security: major problem for the sustainable development
of industry
- Trade union affiliating almost each political party.
Example: more than 4 trade unions in industrial
organization)
MY CAREER AT BIRATNAGAR JUTE
MILLS P LTD
Asst. Labor welfare officer- Biratnagar Jute Mills Ltd.
1972 March to 1983 January
Promoted to Sr. LWO
Workforce 4000 Plus
No HR function
Labor Office had been doing personnel mgt & Industrial
relation.
Minimum Wage Rate 110/- per month
Daily wage Rs. 5/- per day
Additional allowance 1 Kg rice per day
Wages and rice pay off was weekly.
Main concern was regular employment & people were
motivated with minimum wage and rice.
MY CAREER AT NEPAL ORIND
MAGNESITE
Joint venture of HMG ofP. LTD
Nepal AS
& Orissa SENIOR
Industries Ltd.
MANAGER
USA & German technology.

Orissa industry ltd. is best refractory manufacture of India

Raw material deposit is for 200 year@ 100 thousand MT per year.
Industry run on professional way
Industry was the Strength of economy of Nepal
MY CAREER AT NEPAL ORIND
MAGNESITE P. LTD AS SENIOR
Situation
MANAGER
Local concern was on environment &Petty contract work at unit
Employees guided by influential hidden multiparty cadre/ group.
Political environment was in process of change system.

Law productivity resulting & project got delayed.

Result
No way to increase productivity with Local & political situation
however employees were on motivated.
USA Harbision walker a unit of caterpillar In Co & Joint Venture
with Nepal & India Investment Failed
MY CAREER AT NEPAL
SYNTHETIC INDUSTRIES P. LTD
1989
ASJune
GM to 1991 Sep
It was a textile mill.

Situation
Employees were more right oriented than on duty.

Existing labor act and rules had to follow strictly.

Grievance had to handle day to day.

Workers were more inspired by different political parties.

MY CAREER AT NEPAL
SYNTHETIC INDUSTRIES P. LTD
AS GM
Consequence
Productivity of all the Textile industries of Nepal decreased
due to open border & cost increase.
There was no way to increase productivity with employees
motivation while entire system failure.

However,
Hetauda industrial district is more organized.

Many successful industry are still exist in Hetauda.

Diversity of employees
MY CAREER AT CHAUDHARY
GROUP- AS GM FOOD DIVISION
(HRD)
1991 Sep to 1993 Aug
It is manufacturer of renowned brand WAI-WAI.
Worked with Mr. Binod Chaudhary.

Situation
Aggressive &Visionary management.

Result oriented management

Comply with laws & rule

Result
Result of Mr. Chaudhary is in front of us only one forbs listed
billionaire Of Nepal
Learned one can retire but should not tired
MY CAREER AT SOALTEE
OBEROI HOTEL AS HR
MANAGER
1993 Aug to 1996 Jan

Situation
Professionally Managed organization.
Motivated employees.
In house training system was excellent.
Wonderful time interacting people.
Subsequently left from the post of HR manager from Soaltee
Holiday Inn- Crown Plaza.

Consequence
Employees were motivated
The hotel has been run smoothly till now as management
taken over by Holiday Inn crown Plaza
 MY CAREER AT RELIANCE
SPINNING MILLS LTD AS VP
(ADMIN)
1996 Feb to Till date
Promoted to Joint President

Situation
Started from project time.

Fresh job was recruitment of employees to run mills.

First batch of 30 workman taken from diversity group confidentially.

The batch was totally raw for the industry. And sent to Govts

vocational training (VTC).

Stipend and accommodation provided to the trainees.

The batch was very positive and the all became role model of the

company.
Gradually company grown.

Now about 4000 people are working with us.

 About Reliance Spinning Mills Ltd.
(RSML)
Established in 1994,
RSML is the largest spinning Mill in Nepal.
A professionally Managed, Technologically advanced
company manufacturing international quality, Polyester,
Viscose, and Acrylic/ Blended & Polyester sewing thread
yarns.
In 1996 it has only 9000 Spindles
At present installed capacity is 78384 Spindles making us
capable of producing 27500 tons of high quality yarn per
Annum.
70% of our products are export to India &Turkey.
Spinning Mills capacity is measured in its installed spindles.
Total Employees: 2500 Male 1200 female
5 unit level Trade Unions:
Function of HR & Admin Department of
RSML
Manpower Planning
Recruitment

Grievance Handling

Training

Performance appraisal

Wages and salary administration

Industrial relation

Employee welfare

Joint consultation

Health &safety

Preparation of Action Plan & Review

Preparation the HR Budget

Preparation of HR related data .

 SWOT Analysis
Strength
Largest manufacturer in the segment
Professionally managed .
Own training facilities.
Fully Comply with act.
Fair industrial relation.
Running 362 days with 24/7.
Handle grievance promptly
Opportunity
Diversity of people
Excess to the largest Indian market.
New political scenario
Weakness
High rate of absenteeism
Less skilled labor
Political environment
Threat
Political instability
Lack of resources, power, security.
Market.
Attraction of foreign employment
More trade union
Participation for employees motivation at
RSML
Labor Relation Committee.
Reliance Employees welfare Fund Committee.

Sports &Cultural Committee.

Scholarship Committee.

Health &Safety Committee.

House allotment & Colony Management Committee.

Canteen Committee.

Library Committee

Recreation & Puja Management Committee.

Grievance Handling Committee

Employees welfare and Engagement for
motivation
Monthly reward & recognition.
Best employees of the month award to 05 person.

Annual sport events is organized in which

approximately 115 workmen are awarded with certificate
and medals in various event.
Every year we also provide scholarship to the children
of the employees from Primary school Level to higher
secondary level. This year 117 students have been
selected. The ratio of selected students from
executives/staff and worker is 20% and 80&
respectively.
Employees welfare and Engagement for
motivation
Welfare fund as REWF. Now Amount is sufficient for
operation of welfare activities hence workmen
contribution have been stopped.
220 staffs and 1000 workmen are staying in the Mills
apartment.
Rest room, dispensary, reading room (Mini library) and
two canteens are in the mills for the use of employees.
Other extra curricular activities such as indoor games,
quiz contest and cultural program also took place
frequently.
We have reasons to believe that our workmen are highly
motivated with positive attitude and shall remain so in
future too.
 Result
People development through continuous learning process.
Thus we reduced foreign employees to 3% from initial 80%
In teamwork that why we can run 362 days in a year, 7 days
in a week and 24 hours in a day .
Participatory approach such that operation is not disturbed
even for a single hour within the past 20 years.
Trust people so that we can work with a strength of 273
executives/staff and 3500 workers in a premises.
Comply the statutory requirement so that we are not
challenged by any one.
Diversity so that people can perform better with multi
cultural environment.
Able to Implemented the social security system of Nepal as
Sick Leave, Maternity Leave, Provident Fund, Gratuity,
Treatment Expenses, Permanent disability benefits, Welfare
fund
DEMOTIVATING FACTORS
IDENTIFIED
Unfair criticism Lack of priorities
Negative criticism Negative self talk.
Public humiliation Office politics.
Rewarding the Non-performer Unfair Treatment.
Failure or fear of failure Hypocrisy
Lack of direction Poor standards
Lake of measurable objectives. Frequent change
Low self esteem Responsibility without
authority
WANT TO CHANGE TO MOTIVATING
FACTORS?
Start at policy level
Give recognition
Give respect
Make work interesting
Be a good listener
Throw a challenge
Avoid negative criticism
Get facts right
Criticize task not person
 Thank you.
Any question?