INTRODUCTION OF HUMAN RESOURCE MANAGEMENT INTRODUCTION: Human resource management is the qualitative improvement of human beings who are considered the most valuable assets of an organization-the sources, resources and end-users of all products and services. But, it is much more than its parent disciplines viz., personnel Management and behaviour and science. It is also more comprehensive and deep-rooted than training and development, its approach is multi-disciplinary from the beginning to the end. MEANING: Human resource management is concerned with people dimension in management. Human Resource management is the term increasingly used to refer to the philosophy, policies, procedures and practices relating top management of people within organization. It seeks to achieve the fullest development of human resources to fullest possible social economic development. DEFINITION: According to Coleman HRM or Manpower planning is defined as “the process of determining Manpower requirements 1
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INTRODUCTION OF HUMAN RESOURCE MANAGEMENT
INTRODUCTION:
Human resource management is the qualitative improvement of human beings
who are considered the most valuable assets of an organization-the sources, resources and
end-users of all products and services. But, it is much more than its parent disciplines
viz., personnel Management and behaviour and science. It is also more comprehensive
and deep-rooted than training and development, its approach is multi-disciplinary from
the beginning to the end.
MEANING:
Human resource management is concerned with people dimension in management.
Human Resource management is the term increasingly used to refer to the philosophy,
policies, procedures and practices relating top management of people within organization.
It seeks to achieve the fullest development of human resources to fullest possible social
economic development.
DEFINITION:
According to Coleman HRM or Manpower planning is defined as “the process of
determining Manpower requirements and the means for meeting those requirements in
order to carry out the integrated plan of the organization”.
National Institute Of Personnel Management Of India-“personnel management or
HRM is the part of management concerned with people at work and with their
relationship with in the Organization. It seeks to bring men and women who make up an
enterprise enabling each to make his own best contribution to its success both as an
individual and as member of working group.
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“Human resource management is about understanding your men. It is about
understanding their culture upbringing and finding out at style to suit the same in order to
make them more productive”.
History of Human Resources Management:
Stages in the evolution of Human Resources Management:
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:
Objectives are pre-determined goals to which a group activity in an organization is
directed.
Objectives determined the character of an organization and serves as the basis for
voluntary co-operation.
Operations and co-ordination among employees. It also provides a bench mark or
standard of performance.
Valuating performance to improve service rendered enterprise to society, which
leads to more efficient individual or group performance, to establish in the minds of those
associated with the enterprise-employee, shareholder, creditor, customer and public at
large - the fact that the enterprise is rendering to accomplish the basic organizational
goals.
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Industrial Psychological ERA
Scientific Management ERA
Paternalistic ERAIndustrial Revolution ERA
Human Relations ERA
Welfare ERA Behavioural Science ERA
Personnel Specialists ERA
“The Ultimate mission or purpose is to relate future human resources to future
enterprises, need so as to maximize the future returns on investment in human resources.
THE HR FUNCTIONS:
THE 4M’S OF MANAGEMENT
MAN Human Resources is the most important asset
MACHINE
MONEY Human Resources can be only real competitive
Policy decision Stand alone soldier Integrated leader
Dealing with unions Policy making Decision Maker
Making career plans Backroom operate Business Partner
Employee welfare Only HR doing HR Line Function….
Broadly speaking experts has generally classified the functions into two major
categories, viz.,
1. Managerial functions and
2. Operative functions.
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1. MANAGERIAL FUNCTION:
Management may be the process of allocating an organization inputs (human and
economic resources) by planning, organizing, directing and controlling for the purpose of
producing outputs (goods and services) desired by its customers so that organizations
objectives are accomplished. In this process, work is performed with and through
Organizational Personnel in an ever changing business environment.
(a) Planning:
Is a pre-determined course of action? According to Terry “planning is a foundation
of most successful actions of any enterprise”. Planning is determined of the plans,
strategies, programmers, policies, procedure and standard needs to accomplish the
desired organization objectives.
The two most important features of planning are research and forecasting. These
two are interrelated, forecast is possible only as a result of research.
Therefore planning or decision-making has to be undertaken much in advance of
an action, so that unforeseen or anticipated problems or events may be properly handled.
This is also stressed by saying “good managers make thing happen”.
(b) Organizing:
After a course of action has being determined, an organization plan may be
established to carry it out. According to J.C.Massie, ‘an organization is a structure, a
frame work and a process by which a cooperative group of human beings allocates its
tasks among its members, identifies a relationship and integrates its activities towards
common objectives”. This is done by designing the structure of relationship among jobs,
personnel and physical factors.
(c) Directing:
Directing the subordinates at any level is a basic function of the managerial
personnel. It is involved with getting the person together and asking them (either through
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command or motivation) to work willingly and effectively for the achievement of
designated goals.
Directing deals not only with the dissemination of orders within an organization
units and departments, but also with the acceptance and execution of these orders by the
employees.
The decisions are taken by the top management, but only after consultating with
personnel department.
(d) Coordinating and controlling:
Coordinating refers to balancing timings and integrating activities in an
organization, so that a unity of action in pursuit of a common purpose is achieved.
In the words of Terry, “Coordinating deals with the tasks of blending efforts in
order to ensure a successful attainment of an objective”. It takes place at all levels, from
top management through the superior and those for whom he is responsible.
Controlling is the act of checking, regulating and verifying whether it occurs in
conformity with plan that has been adopted the instruction issued and the principles
established. It is greatly concerned with remedial actions. Conducting separate
interviews, auditing, training programmers’ etc., are some of the means for controlling
the management of personnel.
2. Operative Functions:
The operative functions of personnel management are concerned with the
activities specifically dealing with procuring, developing, compensating and maintaining
an efficient work force.
These functions are also known as service functions.
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Operative functions of HRM
Employment Human Resources Compensation Employee Relation
Development Rewards Communication
Remuneration Organizational Training and Salary and Morale
Design Development Benefits Job Satisfaction
Job Design Performance Administration Grievances
Appraisal Incentives Redress
Awards Discipline
Job Analysis Performance Maintenance
Improvement
Quality of Work Life Participation Quality
Human Resources Career Planning
Planning Recruitment Management
Selection Induction Development
Placement Organization
Development
OBJECTIVES OF HRM:
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The primary objective of HRM is to ensure the availability of a competent and
willing work force to an organization. HRM objectives are four-fold, societal,
organizational, functional and personal.
Key functions
Human resource management serves these key functions:
1. Recruitment & Selection
2. Training and Development (People & Organization)
3. Performance Evaluation and Management
4. Promotions
5. Redundancy
6. Industrial and Employee Relations
7. Record keeping of all personal data
8. Compensation, pensions, bonuses etc in liaison with Payroll
9. Confidential advice to internal ‘customers’ in relation to problem at work
10. Career development
SOCIAL OBJECTIVES:
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To be ethically socially responsible to the needs and challenges of the society
while minimizing he negative impact of such demands upon the organization
ORGANIZATIONAL OBJECTIVES:
To recognize the role of HRM in bringing about organizational effectiveness.
FUNCTIONAL OBJECTIVES:
To maintain the department’s contribution at a level appropriate to the
organization needs
PERSONAL OBJECTIVES:
To assist employees in achieving their personal goals at least in so far as
these goals enhance the individual’s contribution to the organization. Performance
appraisal is the process of assessing the performance and progress or of a group of
employees on a given hob and his potential for future development. It consists of all
formal procedures used in working organizations to evaluate personality’s contributions
and potentials of employees.
Out of all the human resource management problems that have emerged on the
corporate forefront in recent times, the problem of industrial relations has achieved
prominence. The increased popularity of this aspect of human resource management is
due to one single factor that it deals with people who are the base of Industry a class of
people that makes tings to happen.
It fact the very relationship between labor and management it self creates a host
of opportunities; they bring parties to conflict.
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With growing prosperity workers have organized their own trade unions and
thus gained a bargaining power enabling them to establish their rights in the industrial
society.
Industrial relations is concerned with the relationship between management
representing the holders of capital and trade unions representing the holders of capital
and trade unions representing the holders of labor power regarding the employment,
unemployment, conditions of employment and un employment and conditions of work.
These industrial relations differ form one county to county. The type of
industrial relations in a country depends upon the technological advancement,
employment opportunities, type of trade unions, government legislation’s and economic
conditions.
Coming to India, which is rapidly transforming form the agrarian system to the
industrial system, the country with its vast population has very less percentage of
working class and out of this only one fourth are organized but the relations that
influence such small segment of workers have a far reaching implication not only on the
attitude of un organized workers but on economy as a whole.
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RESEARCH DESIGN
Research is an art of scientific investigation. One can also define research as a scientific search for pertinent information on a topic.Research is an activity and as such the term should be used in a technical sense.In short the search for knowledge through objective and systematic method of finding solution to a problem is research
NEED FOR THE STUDY
The project title “a comprehensive study on Industrial Relations” at SBJM ltd, is an attempt to understand how the industrial relations are effectively implemented in the industry
The study is on industrial relations followed by SBJM ltd to understand the relations. The industrial relations is very much necessary in an organization to maintain good relations with employees, unions in the organization.
SCOPE OF THE STUDY
The scope of the study is limited to the study of industrial relations in Sri Bajrang
Jute Mill Ltd.
The scope is decided in manner to know the impact of industrial relations on
production and productivity of SBJM.
The scope of study includes the study of maintaining cordial industrial relations,
discipline, participative management and role of trade unions.
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OBJECTIVES OF THE STUDY
To study the industrial relations scenario at Sri Bajrang Jute Mill Ltd (SBJM).
To know the impact of industrial relations on production and productivity of
SBJM.
To study the role of trade unions handling, discipline, participative management in
maintaining cordial industrial relations.
To study the perception of employees management and trade union leaders
towards their in maintaining cordial industrial relations.
To study the impact of computers on various existing practices in industrial
relation
METHODOLOGY OF THE STUDY
RESEARCH DESIGN:
In this context of research the descriptive type of design was considered appropriate for
providing a holistic to the study of INDUSTIAL RELATIONS in SBJM.
DATA COLLECTION METHODS:
To makeup the study several types of data are colleted from different sources the
information about the companies included formal data such as official disincarnating,
number of workers, and type of ownership which were obtained thorough concerned
ahead in the organization,. Other information’s was used such as public available data
provided by the reports of the companies their research efforts and their research
methodologies. Questionnaires and personal contacts are employed to get the data form
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the samples. All this information’s was of great importance to contextualize and
illuminates the core information regarding industrial relations.
DATA ANALYSIS:
Bar diagrams are used to analyze collected data to get picture of INDUSTRIAL
RELATIONS in SBJM. Observation played a minor but non negligible role as it
contributed to the consolidation of compression or information based on documentary
evidence or in the interviews.
SAMPLE PLAN: For each of the population a suitable sample will be drawn so that,
validity of the study ensured.
SAMPLE SIZE: Sample size is limited to 60
SAMPLE METHOD: Random sampling method is used for this research.
LIMITATIONS OF THE STUDY
The data opinions, observations and conclusions expressed here are collected by
survey and literature provided by Sri Bajrang Jute Mill Ltd
Following are the few constraints faced during the study.
Time is the main constraint for the study. Since the study was confined to the
period of 45days, I was not able to study in detail.
The survey was conducted on the sample based upon random selection. The
random selection has its own defects.
Elaborate study was not possible due to lack of financial resources.
Executives are not available because they were involved in various activities.
The size of the sample representing the universe is very smal
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INTRODUCTION TO INDUSTRIAL RELATIONS
Industrial Relations is concerned with the relationship between Management
representing the holders of capital and trade unions representing the holders of labour
power regarding the employment, unemployment, terms of employment and
unemployment, conditions of employment and unemployment and conditions of work.
Thus industrial Relations connote a vast complex of relationships obtaining between
management and employees, union and management, union and employees and between
employees themselves. Both parties to industrial relations have a common interest in
industry but many a time, they are found to be pulling in different directions which lead
to industrial unrest. Therefore, it has become necessary to secure the cooperation of both
workers and management to achieve good industrial relations.
Besides management and workers, state is another party associated with industrial
relations. The interference of Government in industrial relations through legal and
administrative measures is quite common. Thus the area of industrial relations has been
extended relations among the state, employer and employees.
DEFINITIONS:
ACCORDING TO ENCYCLOPEDIA BRITANNICA:
“The subject of industrial relations includes individual relations and joint
consultation between employers and workers at the place of work, collective relations
between employers and their organizations and trade unions and part played by the state
in regulating these relations”.
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ACCORDING TO DALE YODER:
“The term Industrial Relations refers to the relationship between management and
employees (or) among employees and their organization that arise out of employment”.
MAJOR PLAYERS TO INDUSTRIAL RELATIONS
Simply stated, industrial relations are the outcome of the employment relations
in industry. The government of a nation influences these relations to a great extent. Thus
there are three major players in industrial relations.
WORKERS AND THEIR ORGANIZATIONS:
The personal characteristics of workers, their culture, educational attainments,
qualifications, skills attitude towards work, etc play an important role in industrial
relations. Worker’s organizations, known as trade unions are political institutions. Trade
unions are formed for safeguarding the economic and social interests of the workers.
They put pressure on the management for the achievement of these objectives.
EMPLOYEES AND THEIR ORGANIZATIONS:
The employers are a very important variable in industrial relations. They
provide employment to workers and try to regulate their behavior for getting high
productivity from them. Industrial arrest generally rose when the employer’s demand
form the workers and other benefits. In order to increase their bargaining power
employers in several industries have organized employer’s associations. These
associations put pressure on the trade unions and the government. They also participate
in tripartite bodies constituted by the government to regulate industrial relations.
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GOVERNMENT:
The government exerts and important influence on industrial relations
through such measures as providing employment, intervening in working relationships
and regulating wages, bonus and working conditions through various laws relating to
labour. The government keeps an eye on both the trade unions and employer’s
organizations to regulate their activities in the interest of the nations.
INSUSTRIAL RELATIONS AT SRI BAJRANG JUTE MILL LTD:-
It has been considered of crucial importance in Sri Bajrang Jute Mill Ltd of
establishing and sustaining a productive work culture. Several initiatives have been taken
towards it. The concept of optimum utilization of Human Resources was adopted through
multi-skill and multi-pattern of working with emphasis on flexibility in job deployment.
Result oriented environment was broad through fail or made HRD programmers,
attitudinal change and positive work ethics.
To carry on with such an organization, climate Sri Bajrang Jute Mill Ltd has
suitable supportive systems and structures for productive industrial relations manpower.
EMPLOYEE RELATIONS:
Usually, in any organizations, Industrial Relations climate depends upon
the relationship with workmen and their unions. For this, the initial years are very
crucial. An approach characterized by courage, firmness and total commitment to
company’s interest is essential to build a right relationship over years. Where as,
in Sri Bajrang Jute Mill Ltd, the initial period focused on educating the unions,
establishing rapport etc, to attain the commitment of missions and objectives. The
matters like working hours, holidays, overlapping shifts, transport subsidy,
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canteen, and production – linked incentives. Sri Bajrang Jute Mill Ltd made long
– term agreements with the unions. The modern practices of industrial relations
have been put to practice, which needs few years more to make their full fledged
presence. Industrial relations will be different at commissioning stage to that of
the operational level. For its smooth implementation, sustaining co-operation and
collaboration between the management and unions is much needed.
CENTRAL EMPLOYEE RELATIONS SECTION-ROLE:
Central employee relations section was carrier called as industrial relation section it
is a wing of personnel department.
Central employee relaxations section acts as a bridge between the management
and the trade unions / employees. It plays major role for maintaining industrial
democracy.
Personnel executive also performs the function of the industrial relations
manager. They are placed close to the shop floor level in order to facilitated close
relations with the employees. The functions of Central Employee Relations are to gather
the information regarding the activities of Trade Unions and Employees Associations,
predict the possible outcomes and to take preventive measures to sustain Industrial Peace
and Democracy and to ensure uninterrupted production.
The information collected from the Zones will be thoroughly analyzed and will be used for case studies and forecasting, as and when required. It is the responsibility of the Central Employee Relations to organize meetings with unions and other agencies on the issues the issues connected with Industrial relations. In this way Central Employees Relations contributes much of industrial relation.
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AREAS FOCUSED:
a. Sensitive to Employees Grievance.
b. Expeditious Redressed of Grievances.
c. Reduction of Time cycle.
d. Zero – grievance.
e. Inculcation of union co-operation and collaboration.
f. Grating awareness among unions towards the organizational goals.
g. Confidence building measure.
Central Employee Relations also helps in Conducting Elections i.e. for every five years in
Sri Bajrang Jute Mill Ltd.
TRADE UNIONISM
A Trade Union signifies an organization of workers engaged in securing certain
economic benefits for its members. However, this is not the true view of a trade union. In
the modern context, trade union’s activities are not confined to mere “securing the
economic benefits”. The purview of its activities now includes even the political and
welfare activities undertaken by it for the benefit of its members.
Trade union is a historical necessity and by product of the Industrial revolution. For
good Industrial Relations, be remember that trade Unions play a vital role. With a view to
self-protection and self-help, labour has organized itself under employee associations and
unions. Conflict between capital and labour in Europe and American resulted in the
origin of the trade union movements.
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(a) Trade Unions Definition:
The trade unions Act, 1926 defines a trade union as meaning—
“Any combination whether temporary or permanent, formed primarily for the purpose of
regulating the relations between workmen and employers or between workman and
workmen, or between employers and employers or for imposing restrictive conditions on
the conduct of any trade or business, and includes any federation of two or more trade
unions.”
(b) Registration of Trade Union :- Any seven or more members of a trade union can,
by subscribing their names to the rules of the trade union and otherwise complying with
the provisions of this Act, apply for registration under the Act. The application has to
made to the registration of trade unions be accompanied by a copy the rules of the trade
union and a statement containing prescribed particulars.
The name under which the trade union seeks registration must not be similar to
that of any existing union (s.7). On registration, the register issues o certificate of
registration in the prescribed form. This is conclusive evidence that the said trade union
has been duly registered.
Trade union is necessity and by product of the industrial revaluation. For good
industrial relations, it must be remembered that trade unions play a vital role in providing
a proper work atmosphere and congenial industrial relations scenario. With a view to self
protection and self-help, labor has organized itself under employee associations and
unions. The conflict between capital and labor in Europe and America resulted in the
origin of the trade union movement.
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The following are various tools employed by the trade unions. They may use one
of the too, or combination of some of them in pursuit of achievement of their objectives.
Financial Support :
It means the provision of a fund to insure against eventualities and bee of some
encouragement to the needy work man. It also acts a deterrent to a worker from accepting
jobs on terms, which are less advantageous to the work force.
Collective Bargaining :
This is useful for the workers, as their capacity to get the best in Industry
diminishes in case there are small groups, whereas the bargaining power goes high when
it is a collective and collaborative approach. Lasting settlements can be reached through
collective bargaining and implementation also is quick and smooth.
Legal Approach :
Trade Unions also take the law as resort to realize their objectives. Also they
employ the usual methods of propaganda, canvassing etc. to convince the community and
the Government that the measuring suggested for adoption will prove advantageous to the
working class. When such aspirations are reflected by enactment, if satisfies the Trade
Unions.
Direct Action :
Implies, strikes, gheraos, procession, work stoppages, demonstrations etc. This
should be discouraged because it is harmful in the long run for both the employees and
employers. This leads to loss in production, strained relations
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The Objectives of Trade Unions: -
The following are some of the aims and objectives of trade unions:
1) To secure for the worker fairer wages in the light of the cost of living and the
prevailing standard of living.
2) To improve the worker’s working conditions by securing shorter working hours,
better leave facilities, adequate social security benefits, appropriate educational
facilities and other welfare benefits:
3) To assure the workers a share in the increased profitability of an industrial unit by
providing him payment of adequate bonus:
4) To protect the workers interest and more specifically to avoid heir exploitation.
5) To ensure the workers security of employment by resisting retrenchment and
victimization.
6) To protect the large interest of society by aiding in the improvement of trade and
industry.
A Trade Union signifies an organization of workers engaged in securing certain
economic benefits for its members. However, this is not the true view of a trade union. In
the modern context, trade union’s activities are not confined to mere “securing the
economic benefits”. The purview of its activities now includes even the political and
welfare activities undertaken by it for the benefit of its members.
A Trade Union may be defined as an organization of employees formed on a
continuous basis for the purpose of gaining diversified benefits.
Trade Union is a necessity and by product of the Industrial Revolution. For good
Industrial Relations, it must be remembered that trade unions play a vital role in
providing a proper work atmosphere and congenial Industrial Relations scenario. With a
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view of self-protection and self-help, labour has organized itself under Employee
Associations and Unions. The conflict between capital and labour in Europe and America
resulted in the origin of the Trade Union Movement.
Trade Union Movement in India: -
Trade Union, as understood today, however, originated in the first quarter of
the 20th century, although the groundwork was laid during the last quarter of the 19th
century. In Mumbai, as early as in 1875, reformers Shapurji started a movement. They
protested against the appalling conditions of the factory workers and appealed for
introduction of adequate legislation to prevent them. The credit for laying the foundation
of the organized Labor Movement in India is attributed to Mr.N.M.Lokhnade, a factory
worker himself in 1884 in Mumbai. Actually a real organized labour movement in India
was started at the end of the First World War. Rising prices, without a corresponding
increase in wages despite the employers making huge profits, led to a new awakening.
Many Trade Unions were formed throughout India. To this was added the influence of
the Russian Revolution, the establishment of ILO (International Labor Organization) and
the All India Trade Union Congress. This speeded up the pace of the Trade Union
Movement. Following the Second World War, there was a spiraling of prices. The
workers once again became restive. This further indirectly strengthened the movement in
India
Role of Trade Unions in changing Business Scenario:-
Many events in India and abroad are making significant effects on the union movement in India.
Firstly, the collapse of the socialist economies in Russia and Eastern Europe has revealed glaring economic disparities between the East and the West and also resulted in a uni-polar world.
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Secondly, while these changes are making significant socio-economic and political impact on the world economy, rationalization and protectionism are also on the increase. The unification of Europe and the formation of NAFTA are examples.
Thirdly, the development of satellite communication and the explosion in information technology has resulted in customer needs across the world getting more and more homogenized and this has perhaps lead to the creation of “The Global Shopping Centre”.
Fourthly, the emergence of the so called Asian Tigers in the 1980’s major players in global trade challenges the classical international trade theory the convention which believes that the basis of international trade is the endowment of the resources of nations. The Asian Tigers are not endowed with any of the traditional productive or natural resources. What made them major players in the world market was their conscious effort to create a competitive advantage for themselves.
Lastly, the liberalization policies of opening up of the Indian economy to the global competition have also affected trade union.
Role of Trade Unions:-
Indian Trade Unions and, for that matter, trade unions in any developing economy in the above scenario, is finding it difficult to continue with their traditional role of promoting the interests of their membership with a sectarian emphasis. In such a situation, any demand for “more” has to be linked up with higher productivity and improve quality.
In this changed context, trade unions in India may have to find a new role for themselves as important agents of social and economic transformation for the common good of everybody, especially the under privileged.
However, no voluntary organization can survive by neglecting the sectarian interests of their membership altogether. Keeping this in view, I would suggest that the unions operating in industrial and services sectors may shift their emphasis from demanding more and more financial benefits for their members to more important issues on their agenda such as:
1. Rehabilitation of displaced employees
2. Facilitating self-employment
3. Ensuring social security
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4. Safety and health of the workers
5. Working as a watch-dog for protection of environment
6. Worker education
7. Involvement in the running of business through greater degree of participation
8. Productivity bargaining etc.
DISCIPLINARY PROCEDURE
Discipline is a Code of Conduct in an Enterprise in which the members of the enterprise conduct themselves within the standards of acceptable behavior which means that the stipulations of the code of conduct laid down by the enterprise are properly understood and observed by one and all.
The state of Industrial Relations in a country/factory is also reflected in the discipline and the morale of the labour force. Discipline is very essential increased productivity and organizational effectiveness. So management of an organization can adopt two approaches for discipline maintenance:
1. Adopting preventive measures ‘prevention is better than cure’ principle is based on the assumption that employees perform better through rewards than punishments. So the problems of indiscipline do not emerge.
2. Curative measures that it taking “disciplinary actions” against the persons involved in indiscipline.
The Disciplinary Action should be taken after going through specific process because the punishment may be held invalid if there is any deviation from the procedure laid down. The procedure for taking disciplinary action is defined by the Standing Orders formulated by the Organization.
While taking an action, all the relevant facts leading to indiscipline must be ascertained so that the need for disciplinary action is determined. The facts must be collected as soon as possible to take the action promptly.
The disciplinary procedure either Punitive or Curative has to be invoked for preserving industrial peace as well as maintaining the efficiency of the organization
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Disciplinary Procedure at Sri Bajarang Jute Mill:-
When an act on misconduct is alleged against a workman for whom a punishment as provided under Standing Orders of the Company. The workman shall be given an opportunity to show cause before punishment is imposes.
Disciplinary Authority:-
Any Executive/officer of whom powers are delegated to take disciplinary action against a workman shall be the disciplinary authority competent to initiate disciplinary action and to impose punishment on a workman. The Disciplinary Authority shall frame definite charges on the basis of the allegations against him. The charges together with a statement of allegations, on which they are based, shall be communicated in writing to the workman who shall be required to submit a written statement of his defense within such time as may be specifies but not exceeding 3 days by the Disciplinary Authority. If it is necessary the Disciplinary Authority shall hold an enquiry and take the necessary action.
Appellate Authority:
The workman shall the right of appeal to Appellate Authority. The appeal shall be submitted within 15 days of receipt of the order of the Disciplinary Authority, and the Appellate Authority shall dispose of the appeal within 30 days of the receipt of the appeal. The appellate authority is the next higher authority to disciplinary authority.
INDUSTRIAL DISPUTES
Dispute, in general sense, is the expression of differences over some issues of
interest between two or more parties. Industrial disputes like problems of indiscipline and
their effective management are on the major issues in maintaining good Industrial
Relations in the Country / Organization.
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Definition:
According to Industrial Disputes Act, 1947
“Industrial Disputes means any dispute or difference between employers and
employers or between employers and workers or between workmen and workmen, which
is connected with the employment or non-employment or the terms of employment or
with the conditions of labour of any persons”.
An individual dispute between an employer and one of his workmen is by itself not
an industrial dispute, which can be referred to under section 10 of the Act. But such a
dispute may become an Industrial dispute provided a majority of workmen, or union of
workmen takes up the cause of particular workman, in the particular industrial
establishment.
The causes of Industrial disputes are many and varied and sometimes even trivial.
In India, various causes of Industrial disputes may be grouped into four categories:
economic factors, management practices, trade union practices and legal and political
factors.
Machinery for Handling Industrial Disputes: -
In managing industrial disputes, management can take certain actions. These
actions may be grouped into two categories:
Prevention of Industrial disputes:
The preventive machinery has been set up with a view to creating harmonious
relations between labour and management so that disputes do not arise. It comprises of
the following measures.
(a) Worker’s Participation in Management
(b) Collective Bargaining
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(c) Grievance Procedure
(d) Tripartite bodies Code of Discipline
(e) Standing Orders
Settlement of Industrial Disputes:
If preventive machinery fails, then the industrial dispute settlement machinery
should be activated by the Government under Industrial Dispute Act, 1947, because no-
settlement of disputes will prove to be very costly to the workers, management and the
society as a whole. This machinery consists of
(a) Conciliation
(b) Court of Enquire
(c) Voluntary Arbitration
(d) Adjudication(Compulsory Arbitration)
INDUSTRIAL RELATIONS AT SRI BAJRANG JUTE MILL LTD ;-
The industrial relations at SBJM are very active and the participations of workers and trade unions are effective. The relation between the trade unions and management is peaceful. There are no disputes between workers and management. There IR is good in SBJM.
COLLECTIVE BARGAINING SYSTEM
Collective Bargaining is a technique adopted by the organization of workers and employers collectively to resolve their differences with or without the assistance of a third party. Its ultimate aim is to reach some settlement acceptable to both the parties involved in labour-management relations. This concept was coined by Sydney and Beatrice Webb. Great Britain is said to be the ‘Home of Collective Bargaining’.
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The phrase collective bargaining is made up of woe words-Collective, which implies group action through its representatives; and Bargaining which suggests/haggling and/or negotiating. This concept implies “Collective negotiation of a contract between the managements’ representatives on one side and those of the workers as the other. It may be defined as a process of negotiation between the employers and organized workers represented by their union in order to determine the terms and conditions of employment.
International Labour Conference also defined as ‘Collective Bargaining’ extends to all negotiations which take place between an employer, a group of employers or one or more employers’ organizations on the one hand and one or more workers’ organization on the other for determining working conditions and terms of employment and/or regulating relations between employers and workers and/or regularizing relations between employers of their organizations and a workers organization.
As per Habirson, collective bargaining is a process of accommodation between two institutions, which have common and interests. It is resolution of industrial problems between the representatives of employers and the freely designated representatives of employees acting collectively with a minimum of Government dictation.
It is a process in which the representatives of a labour organization and representatives of the business organization meet and attempt to negotiate a contract or agreement which specifies the nature of employer-employee union relationship.
Salient features of Collective Bargaining:
Some of the salient features of collective bargaining are
1. It is a ‘group’ process; where one group representing the employers and the other representing employee sit together to negotiate terms of employment.
2. It is a process in the sense that it consists of a number of steps. The starting points is the presentation of the charter of demands and the last stage is the reaching of an agreement, or a contract which would serve as the basic law governing labour-management relations over a period of time in an enterprise.
3. Negotiations from an important aspect of the process of collective bargaining, i.e., there is considerable scope for discussion, compromise or mutual give and take in the collective bargaining deliberations rather than confrontation.
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4. It is a bipartite process. The employers and the employees are the only parties involved in the bargaining process. There is no third party intervention. The conditions of employment are regulated by those directly concerned.
The purpose of collective bargaining is that it brings close and develops better understanding for industrial peace, democracy resolves conflicts and differences; guarantees the rights and responsibilities of the workers; develops self-respect and fosters responsibility on both workers and employers; brings social change through acceptable solutions; and formulates the terms and conditions under which labour and management will have to work together. The primary objective is to ensure effective functioning of the individual enterprise and more importantly the entire economy.
Characteristics of Collective Bargaining:
1. Collective.
2. Equal bargaining strength.
3. Flexible.
4. Voluntary.
5. Continuous.
6. Dynamic.
7. Power relationship.
8. Representation.
9. Integral part.
10. Bipartite Process.
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Functions of Collective Bargaining:
1) To Relieve Conflicts of interest.
2) Build Relations among the practices.
3) To provide procedures.
4) To Govern Employment Relationships.
5) Democratization.
6) Serves Fundamental Human Rights.
TYPES OF BARGAINING:
Conjunctive/Distributive Bargaining
Co-operative Bargaining
Productivity Bargaining
Composite Bargaining
IMPORTANCE OFCOLLECTIVE BARGAINING :
Importance to society:
The exploitation of workers by the management
It provides a method of the conditions of employment
It results in the establishment of harmonious industrial climate which supports
the pace of nations efforts towards economic and social development.
It measure to distribute equitably the benefits derived from industry among all
the participants including the employees, unions, management, customers,
suppliers, and public.
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Importance to Employees:
It develops a sense of self-respect and responsibility among employees.
It increases the strength of the workers.
It increases the morale and productivity of employees.
It restricts managements freedom for arbitrary action against the employees.
Effective collective bargaining machinery strengthens the trade union
movement.
Importance to Employers:
The workers feel motivated as they can talk to the employers on various
matters and bargain for higher benefits. As a result, their productivity
increases.
It is easier for the management to resolve issues at the bargaining table
rather than tacking up complaints of employees individually .
It plays a vital role in setting and preventing industrial disputes
It opens up the channels of communication between the top and bottom
levels of the organization which may be different otherwise.
LIMITATIONS OF COLLECTIVE BARGAINING:
1) Strikes
2) It is based on Power and Conflict
3) Does Not Contain Sufficient Safeguard of the Public Interest.
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WORKERS PARTICIPATION IN MANAGEMENT:
Workers Participation, also known as labor participation or employee
participation, in management is a concept shrouded with so much vagueness that for
different people, it has different meanings. The basic reason for this perceptual
difference is due to different pattern of practices and programmers adopted by various
countries for implementing workers participation step involving redistribution of power
between management and workers in the direction of industrial democracy though there
are differences of views over the content and level of participation. The principal forms
though which workers participate are information sharing, joint consolation and
suggestion schemes.
The various forms of workers participation in management have assumed great
importance these days because it severs the following importance.
a. Reduced industrial unrest.b. Maintaining good industrial relations.c. Higher Productivity.
CHARACTERISTICS:
Participation implies practices, which increase the scope for employees share of
influence in decision-making at different levels of the organization hierarchy with
concomitant responsibility.
Decision-making at different levels would assume different patterns regarding to
policy formulation and regulations.
Acceptance of responsibilities by workers.
Management becomes ‘Auto Management’.
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GOALS OF WPM:
As a means of increasing productivity.
As a means of promoting Industrial democracy.
As a means of Avoiding conflict and friction.
The various ways of workers participation in management :
1) Collective Bargaining
2) Participation through staff
3) Joint management councils and committees
4) Board representation
5) Participation through complete control
6) Participation through Ownership
7) Participation through job Enlargement and job Enrichment
8) Participation through suggestion scheme
9) Participation through Quality Circles.
Importance of Workers participation in Management:
WORKERS PARTICIPATION IN SRI BAJRANG JUTE MILL LTD ;-
Management of Sri Bajrang jute mill ltd also facilitates workers participation
which secures a for the recognized union in representing their views and opinions
regarding production, safety, canteen, and township development etc, Through the
formation of different committees at shop floor and plant level. But these committees
constitute the representatives of recognized union, leaving behind the opinions of the
other unions that constitute to around 60% of employees.
This lead to the inter-union rivalry as the non-recognized unions were set a side
with out being consulted regarding the policy matters, crating difficulties in
implementation of issues that was settled through negotiations.
GRIEVANCE MANAGEMENT
Grievance is a state of dissatisfaction over some issues related to employment.
Generally, expression of this dissatisfaction in oral form is known as complaint while in
written form is known as grievance in the organizational settings, employees may have
some grievances against employers in the same way employers may have grievances
against employees.
Grievance management is very essential to maintain good industrial relations
which increase productivity and effectiveness of an organization. Grievance should be
redressed by adopting productive approach rather than waiting for the grievance to be
brought to the notice of management for removing the causes of grievances may leave
some scope for the emergence of grievances. For handling such grievances handling
machinery knows as procedure in required.
The grievance procedure is a problem solving, dispute setting machinery,
which has been setup following an agreement to that effect between labour and
management. It is the means by which a trade union an employee makes and processes
his claim that there has been a violation of the labor agreement by the company.
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Grievance procedure is a device through grievances is settled, generally to the
satisfaction of employees/ trade union and management.
GRIEVANCE REDRESSAL PROCEDURE AT SBJM:-
The objective of grievance redressal in to provide easily accessible machinery
for settlement of grievances of executives and to adopt measures as would ensure
expeditions settlement of grievances leading to increased satisfaction on the job and
resulting in improved productivity and efficiency of the organization. In Sri Bajrang jute
mill ltd the grievance procedure consists of 3 stages, they are:
STAGE -1
An aggrieved employee shall send his grievance to his head of the department
within a period of 3 months of its occurrence. The head of the department will give a
personal hearing and try to resolve the grievance at his level and intimate his decision to
the aggrieved employee in writing with in a week.
STAGE -2
If the aggrieved employee is not satisfied with the reply of stage – 1 authority has
not got a reply with in the stipulated time, he many submit his grievances to the
divisional head. The divisional head concerned shall go through the grievance and settle
the same at his level. The decision taken shall be communicated in writing to the
aggrieved employee with in 15 days of receipt of the grievances.
STAGE -3
If the aggrieved employee is not satisfied with the reply of stage – 2 or has not get reply
with in the stipulated time, he may address his grievance to the grievances council. The
grievance council shall examine the grievances in detail and give
35
their recommendations before the end of the month following the month in which the
grievance council receives the representation.
The aggrieved shall have the right to represent his grievance before chairman –cum-
director direct it his grievance is not settle to his satisfaction at stage – 3 or with in the
time limits as prescribed under the company’s grievance redressed procedure.
Participation in Grievances Management at SBJM:
Today’s Grievance is tomorrow’s IR problem. SBJM has carved out a unique way of dealing the grievance. With a view to provide immediate redressal of grievance with participation of workmen representative/union representative. The Grievance Redressal procedure at a glance is given in the figure below,
Area Grievance Redressal Forum (AGREF):- All major departments will have
AGREF and the small department win be clubbed in to groups with each group having
one AGRE.
The forum consists of head of the department - Chairman
Zonal personnel in change - Convener
Representative of finance department - Member
One representative of form each major unions - Member
Representative of marketing systems department - Member
Central Grievance Redressal Forum (CENGREF):
It consists of,
o Works Division:
Executive director (works) -Chairman
Plant Personnel in charge -Convener
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General Manager (Industrial Relations) -Member
Joint general manger (finance) -Member
One representative from each union -Member
o Non- Works Departments:-
General Manager (personnel) -Chairman
Manger (personnel) -Convener
General Manager (marketing systems) -Member
Chief (production) -Member
Joint general manager (finance) -Member
One representative from each union -Member
The following matters are comes under the grievance redressal they are
Payment of wages and incentives
Increments
Deduction/recovery of dues
Allowances and advances
Seniority and promotion
Attendance and leave
Workman’s compensation
Working conditions at place of work
Transfer etc.
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INDUSTRY PROFILE
INTRODUCTION
Industry in Bengal had been a centre of TRADE AND COMMERCE, arts and
crafts from ancient times. TAMRALIPTI, the largest port town of 5th century Bengal is
known to have had trade connections with south India, Ceylon (Sri Lanka), Burma
(Myanmar), Malaya (Malaysia), Persian Gulf, and the Far East. Main industries
developed in the period included TEXTILES, sugar, salt, ivory, and metal work. Arab
traders played an important role in establishing trading links between CHITTAGONG
and the out side world in the 8th century. BOAT building activities developed in Bengal
before the start of the Christian era, the muslin of DHAKA earned global fame as early as
325BC. Bengal has a history of exporting textiles, sugar, salt, and jewelry even before
500AD. HANDICRAFTS also flourished around 600AD. The manufactures, however,
were limited to only a selected group of items for long and their expansion and
diversification were slow until the 17th century.
The Mughal period witnessed a steady growth and expansion of manufacturing in
Bengal, thanks to visits of European maritime companies. Foreign participation in the
export market gave new impetus to industrial development. The economy became
increasingly monetized, capital accumulation accelerated, and consequently, new markets
and production centers were developed. Expansion of production and marketing has
popularized use of commercial papers leading to development of BANKING and even
INSURENCE. Major occupational groups that contributed to the development of
indigenous industry in Mughal Bengal were the spinners, TANTIS (weavers),
SUTRADHARS (carpenters), and KUMARS (potters). Fine textile products became
profitable export items from the 17th century. With the expansion of markets, sugar
production increased. Manufacture of salt from sea water and sub-soil brine developed to
a great extent in the 17th century. Other manufactures developed in Bengal by this period
38
included farm implements, hardware and weapons, bronze casting, ivory carving,
woodworkers, embroidery and jewelry.
British period:
Textile was a cottage industry in Bengal before the establishment of British
control over India. Mahajans played an important role in financing production and trade
of textiles. The EAST INDIA COMPANY provided loans to weavers through DADNI
and under an agency system. Mahajans, and agents and representatives of the company
tortured weavers for their failures in fulfilling terms of their contracts. This forced a large
number of weavers to leave their profession, which checked the growth of the once
flourishing textile industry in Bengal. In 1776, the number of persons involved in textile
industry in Dhaka district alone was 1, 46,751, of whom 25,200 were weavers and the
rest spinners. Many other places had also become famous for textile production in Bengal
during the British period. These included maldah, haripal and sirpur of rajshahi, balikushi
and kagmari of mymensingh, bardhaman, khirpoy and radhanagar of midnapore and
shantipur and buron of Nadia. The indigenous textile industry, however, declined because
of newly imposed tariff and non-tariff barriers created for Indian textile products in the
British market as well as the development of the textile industry in British after the
industrial revolution. But British rule also contributed to some development through
promotion of marketing Bengal textiles abroad through the English trading system as
well as through allowing other foreign traders to pursue the trade.
The silk industry of India was concentrated mainly in Bengal. It received special
attention from the British from the very beginning of their rule in India. The east India
Company established silk factories, promoted culture of cocoon, and organized exports of
silk abroad. Murshidabad, part of which is in rajshahi now, was the main centre of
cocoon culture and production of silk. The silk industry of Bengal declined towards the
midnineteenth century in the face of competition from the cheap silk of china and Japan
as well as from rapidly falling prices of substitute textile cloths produced in Britain.
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The East India Company developed a SHIP BUILDING INDUSTRY at
CULCUTTA. Through construction of a dock and creation of facilities for repair and
furnishing of merchant vessels and warships. Both British and local companies used these
facilities for building, repairing, and furnishing ships with the help of local workers who
had skills in building large boats and who were retrained for shipbuilding.
Other major industries of Bengal that underwent development during the British
period were the salt and sugar industries. The company government earned a huge
amount of revenues in the form of tax on trading in salt, which had two effects. One, salt
production increased under the patronization of the government and two, because salt
prices soared as a result of enhanced taxes that created problems for average and poor
consumers, traders were encouraged to adulterate the product. In the midnineteeth
century, the British government imposed an import tax on salt at par with the tax on the
item produced locally. This, along with the higher quality of imported salt, caused the
decline of the indigenous salt industry in Bengal.
Production of sugar in India during the 18th century was concentrated mainly in
Benaras. Bengal became prominent in sugar industry towards the end of the century.
Taking advantages of the high prices of sugar in England and the destruction of the sugar
producing black communities in Haiti and St.domingo, British rulers exported Bengal
sugar to Britain and other parts of the world. By 1830, many places of Bengal including
Gorakhpur, azizpur, matihari, belsunda, barchakia, Rosa and dubah had modern stream
driven sugar mills. Bengal lost the English market in 1946, when the British government
changed customs rules, allowing import of sugar to Britain from out side the British
Empire under parity in customs rules. Development of beet sugar production in Europe at
competitive costs also restricted export of Bengal sugar to England. Technological
advance in production of sugarcane and sugar in java, Mauritius and Formosa reduced the
international price of sugar to a level lower than its production cost in India. All these
factors caused a decline in the sugar industry in Bengal. Bengal however, excelled in
production of gud (molasses) from sugarcane, palm and Palmyra palm. Nevertheless,
40
thanks to the popularity of molasses as a cheap and nutritious food ingredient and to the
large domestic market, the sugar industry continued to survive in Bengal.
A major feature of industries in Bengal during the British period was
the development narrow specialization in crafts, especially in the cottage industry sector.
The mostly caste-based specialization that existed in India through centuries continued to
flourish during the British period. In many cases the British, as well as local traders,
promoted the development of these cottage industries, while in many other cases, local
craftsmen were put under difficulties, including physical torture, to force them out of
business and to make room for imported products (for further details about industry in
Bengal in the period before 1947, see industrialization).
Pakistan period:
After the partition of Bengal in 1947, East Pakistan inherited a very small share of
the industries of Bengal. East Pakistan got none of the 108 jute mills, 18 iron and steel
mills and 16 paper mills of Bengal. Only 90 of Bengal’s 389 cotton mills, 10 of its 166
sugar mills, and 3 of its 19 cement factories fell in the territory of East Pakistan. The
cement factory at chatak (sylhet) had to depend upon limestone supplied from Assam
(India). The cotton mills of East Pakistan also had to depend upon imported raw
materials. The 1951 census revealed that east Pakistan had 63,234 unskilled non-
agricultural labourers, 1, 15,480 skilled labourers engaged in manufacturing sector,
1,84,535 mining and quarry workers and 1,21,522 professional persons. The
manufacturing sector (comprising mainly the food, drink and tobacco processing units)
employed a total of 6, 02,875 persons (4.67% of the total labour force), of whom 4,
30,148 were involved directly in production processes and1, 72,727 in subsidiary
activities. There were a total of 3, 60,603 cottage enterprises, which employed 9, 49,074
persons. Of the manufacturing units, only about 200 enterprises used power.
The industrial development policy of the government of Pakistan encouraged the
manufacture of arms and ammunition hydroelectric power, railway wagons, and
41
telephone, telegraph and wireless reserved for the state and encouraged the private sectors
to come up with industrial ventures in all other sectors. Twenty-four industries including
jute, textile, silk and rayon were subjected to central planning. The government created
the Pakistan industrial development corporation (PIDC) and Pakistan industrial finance
corporation to promote industrialization. PIDC made significant contributions in the
establishment of industrial units in sectors such as jute, paper board, cement, fertilizer,
sugar, chemicals, textile, pharmaceuticals, light engineering and shipbuilding. The central
government, however, followed a discriminatory policy. It favored West Pakistan in
industrial development and drained resources from East Pakistan for the purpose. It also
directed most of Pakistan’s external resources to the cause of the industrial development
of West Pakistan. Non-Bengalis dominated the list of entrepreneurs coming up with new
industrial venture in East Pakistan. Local capital hardly got the opportunity to flourish.
The central government had control over product pricing to such extent that products
grown or manufactured in East Pakistan were sold in the local market at prices higher
than in West Pakistan.
Despite all these impositions, however, some progress was made in
industrialization in East Pakistan during the period between 1950 and 1970. the number
of industrial enterprises in east Pakistan in different sectors in 1970 were food
skirts, jackets, lamp shades, floor runners, panels, boards and a whole lot more, in
expensive and aesthetic, the products are ideal for homes, offices and public places.
CONCEPT OF TRAINING AT SBJM LTD:
Training strategy:
Training as we see it is represented more and more as though it were an activity to
be set well apart from the demands and activities of everyday. At its purest and most
desirable when cloistered off somewhere and guided by a quasi-priestly caste of trainers.
Such training can have important specialized uses, but it plays a minor role in the field as
a whole. Major development in the past 20 years has been in quite opposite direction. The
most extensive and far-reaching learning has proceeded with no trainers at all or with
trainers involved only marginally and at some distance.
Large member of people around the world have learned, without training, to exercise
regularly or to control the size of their families, to eat more wisely and other useful
habits. If some learning was required, they organized and paid for themselves.
Trainers and founders have meanwhile become quite inordinately preoccupied
with curriculum content, program design, training methods and materials and other
details-anything, it seems, rather than face such broader basic issues as purpose, options
for achieving it, and a good fit with the wider organizational and social contexts that must
first support the training and then the developments training is expected to promote. This
premature, misplaced preoccupation reduces to change any relevance and usefulness
training may have. All that it guarantees is high entertainment value.
For us, training as circus is an extreme perversion. We see a growing army of
technique-happy trainers trapped in it, with folders full of preplanned programs and ready
60
access to masses of standard exercises, simulations of the games. These aids have
become powerful seducers away from thoughtful attention, painstaking designing and
honest appraisal. In developing countries, where tasks are always urgent, trainers scarce,
often inexperienced, and lonely, and administrators harried and looking for sure,
incontrovertible outcomes, neat schedules and printed exercises are highly attractive.
Imported outcomes
WORKING PROCESS
There are several stages in the jute processing from the beginning till the finishing
stage.
Preparing
Spinning
Winding
Beaming
Weaving
Finishing
Work shop
Mutta
1. Preparation department: -
In this department the raw jute is separated according to the quality of the raw jute
and the fine quality is used in wrap side. The second quality of raw jute will be used in
weft side then the raw jute is fed through the softness where the emulsion (supervisor
quality of dried oil soap water) is mixed. The jute was kept for limited hours as files
61
when the total emulsion spreads with heat and soaps with oil the roots was separated
from the main raw jute by cutting and after wards the raw jute is the feeder through the
softener machine and vice-versa.
The silver rollers, of the jute will be received, the rollers are under the process in
the first drawing and second drawing machines and after completion of this it will be
called as silver, which is send to spinning department.
2. Spinning department: -
There are two types of spinning one is warp spinning and another is weft spinning
which is the silver is processed in the spinning frame process where the thread is pepared.
3. Winding department: -
There are two varieties of winding spool and cop winding. In the spool winding
there are papers spools where the tread is used for packing in the shops and the other
spools are sent to the beaming department to prepare the warp in the beaming department
and cops are send to wearing department for preparing of fabric (jute cloth) with the help
of beam.
4. Beaming department: -
The spools are send to beaming department number of spools joint will be
prepared beam it is send to weaving department.
5. Weaving department: -
There are automatic looms. The beam and cop will be converted into jute cloth
which will be sending to mea suing machine, by making individual token number on the
jute cloth.
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6. Finishing department:-
Here we will found 5types of machine a)measuring b)calendar c)power cutting
d)hemming and hercle machine e)bale press machine.
a) Measuring machine: Which measure individual production of fabric (jute
cloth) in 6 relays.
b) Calendar machine: It helps the fabric (cloth) to make smooth and ironed.
c) Power cutting machine: It cuts the fiber (jute cloth) in well sized way.
d) Herkcle and hemming machine: it helps to stitch the fabric (jute cloth) in to
bags i.e. for sugar, rice and wheat.
e) Bale press machine: it helps the stitched bag into bales i.e. called as each bale of
consisting 400to 500 bags on the basis of quality.
7. Work shop: -
In this department the spare parts of machinery are repaired accordingly for e.g.
welding, molding, tinkering etc. there are separate departments weaving, finishing all
these departments. Mechanical works comes and work shop.
8. Mutta: -
In this department loading UN loading is down. It means the jute is loaded in
godowns by mutta workers same as the finished works loaded in the Lorries by the mutta
workers with the help of weight lifter machines.
FLOW CHART OF DEPARTMENTS IN SBJML:
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Weft section Warp section (twine& gunny bags)
Batching section Batching section
(Unit-1) (Unit-2)
Carding section Carding section
Drawing section Drawing section
Spinning section Spinning section
Cop winding section Spool winding section
Beaming
Weaving
Finishing
Work shop
Mutta (jute)
MAN POWER IN S.B. JUTE MILLS LTD:
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Permanent Budli Apprentice ITI Mech-
apprentice
Total
Preparing 226 204 77 - - 507
Spinning 203 219 60 - - 482
Winding 127 142 24 - - 293
Beaming 31 27 01 - - 59
Weaving 310 261 58 - - 629
Finishing 139 146 03 - - 288
Mechanical 144 71 - 24 12 251
Mutta 18 06 - - - 24
TOTAL 1198 1076 223 24 12 2533
JUTE PRODUCTS
The group manufactures the following range of products, The first three products are
manufactured in SB JUTE MILLS LTD.
1. Jute yarn
2. Jute twine
3. Jute sacking bags
4. Jute tubes
5. Jute webbing
6. Jute ropes
7. Jute coils
8. Jute balls
9. Hessian cloth
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10. Rubber coated twine & yarn
ORGANIZATIONAL EMPLOYEES STRUCTURE IN S.B.J.M LTD:
Chairman
Board of directors
Managing director
Director
Genral manager
Personnel manager commercial manager production manager
Deputy manager cashier incharge
Labor officer sales clerk supervisiors
Welfare officer loading & unloading clerks production clerks
Time keepers workers
Electronic data operat
Trade Union Movement In Sri Bajrang Jute Mill Ltd: -
66
Trade union movement is very active in SBJM. There are 15 trade unions in
SBJM. The unions are participating to educate the workers and fulfill their needs and
demands. Trade Union Movement in SRI Bajrang Jute Mill started in 1980.There are 10
unions in that time and lead by one of the union “Karmika Sankshma Sangam”. The
union leads for five years and motivates the workers and fights for the demands and
achieves the target. After 1987, the management was under financial losses, miss
management, and lake of proper industrial relations and at the same time industrial unrest
takes place. In 1987, the management declared lockout. After seven years in 1994, the
new management East India Commercial Company Limited (EICCL) take over through
B.I.F.R with financial assistance, subsidies, power supply and bank finance. There are
seven trade unions in 1995, and participate with management amicable settlements
through good understanding with all the other trade unions and given support to the
management. In 1997-1998, there is some unrest took place between management and
leading trade union. After 2005, the management called for Trade unions elections and
the trade union “Karmika Samkshema Jute Mill Workers Union” is affiliated to
congress party won the elections and the management signed agreement with the register
trade union for the workers welfare and still the union lead all the matters from the last
five years and make good industrial relations between unions and management and lead
the trade unions not only for the benefit of the displaced persons but also the welfare of
the employees.
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Later on the unions that had originated in Sri Bajrang Jute Mill Ltd counts to 15 in
SBJML. The names of the unions are given below…
List of Trade Unions in Sri Bajrang Jute Mill Ltd: -
SL. No.
NAME OF THE UNION
1 “Karmika Samkshema Jute Mill Workers Union
2 Jute Mill Karmika Sangam
3 Telugunadu Bajarang Jute Workers Union
4 Samantha Bajarang Jute Mill Workers & Employees Union
5 Chaitanya Bajarang Jute Mill Workers Union
6 Sri Bajarang Jute Mills Staff Union
7 The Guntur Bajarang Jute Mills Workers Congress
8 Sri Bajarang Jute Mills Karmika Sakthi Workers Trade Union
9 Sri Bajarang Jute Mills Labour Union
10 The National Workers Union, Sri Bajarang Jute Mills Ltd
11 Bajarang Jute Mills Karmika Pragathi Sangam
12 Bajarang Jute Mill Workers Federation
13 The Jute Mill Workers Union
14 Sri Bajarang Jute Mills Mazdoor Sangam
15 Sri Bajarang Jute Mill Jaibheem Karmika Samkshema Sangam
1. WHAT IS YOUR OPINION ABOUT SAFETY MEASURES TAKEN BY THE COMPANY FOR EMPLOYEE?
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OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 21 35
GOOD 28 46.67
AVERAGE 8 13.33
POOR 3 5
TOTAL 60 100
The following bar diagram also tells the same.
INTERPRETATION:
From the table it can be interpreted that according to the majority employees’ opinion that the company SBJM Ltd is good at maintaining safety measures in an organization. The respondents having opinion of good & very good are more than the respondents having opinion of average and poor.
2. WHAT IS YOUR OPINION ABOUT WELFARE MEASURES PROVIDED BY THE COMPANY FOR EMPLOYEES?
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OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 10 16.67
GOOD 26 43.33
AVERAGE 18 30
POOR 6 10
TOTAL 60 100
The following bar diagram also tells the same.
INTERPRETATION:
From table it can be interpreted that according to the majority employees’ opinion that the company SBJM Ltd is good at maintaining welfare measures in an organization. The respondents having opinion of good & very good are more than the respondents having opinion of average and poor.
3. WHAT IS YOUR OPINION ABOUT WORKING CONDITIONS PROVIDED BY THE COMPANY TO THE EMPLOYEE?
70
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 15 25
GOOD 18 30
AVERAGE 23 38.33
POOR 4 6.67
TOTAL 60 100
The following bar diagram also tells the same.
INTERPRETATION:
From the table it can be interpreted that according to the majority employees’ opinion that the company SBJM Ltd is good at maintaining better working conditions in an organization. The respondents having opinion of good & very good are more than the respondents having an opinion of average and poor.
4. WHAT IS YOUR OPINION ABOUT EFFECTIVE WORKING OF TRADE UNIONS?
OPINION NO.OF RESPONDENTS PERCENTAGE
71
VERY GOOD 16 26.67
GOOD 24 40
AVERAGE 14 23.33
POOR 6 10
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the table it can be interpreted that according to the majority employees’ opinion that the company SBJM Ltd is good at maintaining effective working of trade unions. The respondents having opinion of good & very good are more than the respondents having an opinion of average and poor.
5. WHAT IS YOUR OPINOIN ABOUT WORKERS PARTICIPATION IN MANAGEMENT DECISIONS?
OPINION NO.OF RESPONDENTS PERCENTAGE
72
VERY GOOD - -
GOOD - -
AVERAGE - -
POOR 60 100
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the table it can be interpreted that worker participation in management is not properly maintained by the company SBJM Ltd .the total respondents having an opinion of poor.
6. WHAT IS YOUR OPINION ABOUT EMPLOYEE SALARY ADMINISTRATION MAINTAINED BY THE COMPANY?
OPINION NO.OF RESPONDENTS PERCENTAGE
73
VERY GOOD 13 21.67
GOOD 16 26.67
AVERAGE 24 40
POOR 7 11.66
TOTAL 60 100
The following bar diagram also tells the same.
INTERPRETATION:
From the above table it can be interpreted that the employee alary administration was not properly maintained by the company SBJM Ltd. The respondents having an opinion of average and poor are more than the respondents having an opinion of very good and good
7. WHAT IS YOUR OPINOIN ABOUT GRIEVANCE HANDLING?
74
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 10 16.67
GOOD 27 45
AVERAGE 18 30
POOR 5 8.33
TOTAL 60 100
The following bar diagram also tells the same.
INTERPRETATION:
From the above table it can be interpreted that the company is good at handling the grievances. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
8. WHAT IS YOUR OPINION ABOUT ON COLLECTIVE BARGAINING SYSTEM MAINTAINED BY THE COMPANY?
75
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 20 33.33
GOOD 18 30
AVERAGE 15 25
POOR 7 11.67
TOTAL 60 100
The following bar diagram also tells the same.
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is very good at maintaining Collecting Bargaining System in the organization. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor
9. WHAT IS YOUR OPINOIN ABOUT DISCIPLINARY PROCEDURE?
76
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 22 36.67
GOOD 18 30
AVERAGE 14 23.33
POOR 6 10
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is very good at maintaining Disciplinary procedure in the organization. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
10. SATISFACTION OF EMPLOYEE ON COMPENSATORY RANGEMENTS?
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 17 28.33
77
GOOD 18 30
AVERAGE 20 33.33
POOR 5 8.34
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is very good at arranging the compensatory benefits to the employees. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
11.WHAT IS YOUR OPINOIN ABOUT MEASURES TAKEN BY THE MANAGEMENT TO CONTROLE ABSENTEEISM?
OPINION NO.OF RESPONDENTS PERCENTAGE
78
VERY GOOD 14 23.33
GOOD 22 36.67
AVERAGE 17 28.33
POOR 7 11.67
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is good at taking measures by the management to Control Absenteeism. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
12. WHAT IS YOUR OPINION ABOUT PRESENT SYSTEM OF RECOGNITION OF TRADE UNION?
79
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 30 50
GOOD 15 25
AVERAGE 10 16.67
POOR 5 8.33
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is very good at Recognition of trade unions. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
13. WHAT IS YOUR OPINION ABOUT EMPLOYEE CO-OPERATIVE SOCIETIES?
80
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 8 13.34
GOOD 14 23.33
AVERAGE 20 33.33
POOR 18 30
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that not properly maintained the employees co-operative societies by the company SBJM Ltd. The respondents having an opinion of Average and poor are more than the respondents having an opinion of good and very good.
14. WHAT IS YOUR OPINION ABOUT LEGAL CLAIM SETTLEMENTS?
81
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD - -
GOOD - -
AVERAGE - -
POOR 60 100
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that not properly settle the legle claims bythe company SBJM Ltd. The respondents having an opinion of poor are more than the respondents having an opinion of good and very good.
15. WHAT IS YOUR OPINION TOWARDS SERVICE AWARDS AND OTHER MOTIVATIONS PROVIDED BY THE COMPANY?
82
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 17 28.33
GOOD 16 26.67
AVERAGE 20 33.33
POOR 7 11.67
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is good at providing service awards and other motivations. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
16. WHAT IS YOUR OPINION ABOUT COUNSELING SYSTEM IN THE FIRM?
83
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 10 16.67
GOOD 17 28.33
AVERAGE 18 30
POOR 15 25
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that not properly maintained the counseling system to the employees by the company SBJM Ltd.. The respondents having an opinion of average and poor are more than the respondents having an opinion of good and very good.
17. WHAT IS YOUR OPINION ON INCENTIVE PAYMENT SYSTEM IN THE FIRM?
84
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 8 13.33
GOOD 13 21.67
AVERAGE 19 31.67
POOR 20 33.33
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that not properly maintained the incentive system in the company SBJM Ltd. The respondents having an opinion of average and poor are more than the respondents having an opinion of good and very good.
18. SATISFACTION OF EMPLOYEE ON LOBOUR PRODUCTIVITY?
85
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 10 16.67
GOOD 20 33.33
AVERAGE 25 41.67
POOR 5 8.33
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is good at maintaining lobor productivity . The respondents having an opinion of good and very good are equal to the respondents having an opinion of average and poor.
19. WHAT IS YOUR OPINION ABOUT INDUSTRIAL DISPUTE REDRESSAL MACHINERY
86
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 13 21.67
GOOD 16 26.66
AVERAGE 25 41.67
POOR 6 10
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that not properly maintaining the industrial dispute redressal machinery by the company SBJM Ltd. The respondents having an opinion of average and poor are more than the respondents having an opinion of good and very good
20. WHAT IS YOUR OPINION ABOUT QUALITY CIRCLES IN THE FIRM?
OPINION NO.OF RESPONDENTS PERCENTAGE
87
VERY GOOD 10 16.67
GOOD 28 46.67
AVERAGE 12 20
POOR 10 16.66
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is good at maintaining quality circle in the organization . The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
21. WHAT IS YOUR OPINION ABOUT EMPLOYER ASSOCIATIONS?
88
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 10 16.66
GOOD 24 40
AVERAGE 19 31.67
POOR 7 11.67
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is good at maintaining employer association in the organization. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
22. WHAT IS YOUR OPINION ABOUT MANAGEMENT PARTICIPATION IN TRADE UNIONS?
89
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 20 33.33
GOOD 23 38.33
AVERAGE 10 16.67
POOR 7 11.67
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is very good at management participation in trade unions. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
23.WHAT IS YOUR OPINION ABOUT ON DAILY ATTENDENCE RECORDING SYSTEM IN PREVENTION OF ABSENTEEISM?
90
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 18 30
GOOD 25 41.67
AVERAGE 10 16.67
POOR 7 11.67
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd is good at mataining attendance daily register for prevention of absenteeism. The respondents having an opinion of good and very good are more than the respondents having an opinion of average and poor.
24. WHAT IS YOUR OPINION ABOUT GOVERNMENT CONCILIATION MACHINARY TO SETTLE THE DISPUTES?
91
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD - -
GOOD - -
AVERAGE - -
POOR 60 100
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that not having government conciliation machinery to settle the disputes in the company SBJM Ltd. The total respondents having an opinion of poor.
25.WHAT IS YOUR OPINION ABOUT PREVENTIVE MEASURES OF INDUSTRIAL CONFLICTS?
OPINION NO.OF RESPONDENTS PERCENTAGE
VERY GOOD 10 16.67
92
GOOD 18 30
AVERAGE 25 41.67
POOR 7 11.66
TOTAL 60 100
The following bar diagram also tells the same
INTERPRETATION:
From the above table it can be interpreted that the company SBJM Ltd not taking proper measures regarding industrial conflicts. The respondents having an opinion of average and poor are more than the respondents having an opinion of good and very good.
FINDINGS
SBJM Ltd is good at maintaining the safety measures. It includes dust respirator, shoes, hand blouses, but the employees are expected the additional requirement of spects, dress.
93
SBJM Ltd is good at maintaining the welfare measures. it includes canteen facilities provides snacks, tea, drinks at reasonable prices ,but the employees will expected that providing meals at reasonable prices, not only that purified drinking water.
In SBJM Ltd not properly maintain the working conditions, the requirement of the employee’s mainly new equipment and ventilation facilities.
The participation of the employee in decision taken by the management is neglisable persent,but the employee want to participate in decision and they will also ready to provide their opinions
SBJM Ltd is good at handling the grievances
In previous that old management time the employee co-operative society is running very good,but present management is not work properly
Mainting of quality circles is good in the company SBJM Ltd
In SBJM not properly maintained preventive measures of industrial disputes.
Interaction of the management in trade union activities is good in the company.
Employees are satisfied with the counseling system maintained in the company SBJM.
SBJM Ltd is good at maintaining proper disciplinary procedures, that means proper maintenance of attendance recording system to control absenteeism.
In SBJM Ltd is maintain good to their employee for service awards and motivation interims of monetary rewards, mementos, felicitation.
94
Recognition of trade union is functioning well, and fight against the management, to safe the employee interims of the permanent of budli workers, enhance the salary, apprentice stay fund is enhanced.
Employee co-operation is maintaining good in the company SBJM Ltd interns of 1) If any worker dead the worker and union collectively given Rs 25000/ amount in his family.
2) Worker daughter marriage workers and unions giving Rs25000/
SUGGESTIONS
It is better to provide the dresses and spects to the employee for improving the safety measures in the company SBJM Ltd.
95
It is better to improve the welfare measures that means the additional requirement of the employees purified drinking water, restroom, meals at reasonable prices.
For increasing production as well as the working conditions of the employee, it is better to install the new equipment and provide ventilation facilities.
It is better to involve of the employee in the organization decisions taken by the management, it will provide better results for setting the target for the employees.
Employee are expected to improve the quality circle in the firm, to maintain relationship and discussion with their employeeand management.
It is better to improve cordial relationship with trade unions and management, it will gives benefits to the both organization and trade unions.
It is better to the company for increasing the motivational levels to work proper way by means of education, motivation, problem understanding, smoothly explaining, problem solving, explain outcome results.
Questionnaire for conducting the survey on industrial relations in
S.B.J.M Ltd.,
Name:
Department:
Experience:
96
SEX:
Age:
Qualification:
1. what is your opinion of employee on safety measures a)very good b)good c)average d)poor
2. what is your opinion of employee on welfare measures
a)very good b)good c)average d)poor
3. what is your opinion of employee on working conditions
a)very good b)good c)average d)poor
4. what is your opinion about effective working of trade unions
a)very good b)good c)average d)poor
5. what is your opinion of employee on worker participation in management
a)very good b)good c)average d)poor
6. what is your opinion of employee salary administration
a)very good b)good c)average d)poor
7. what is your opinion about on grievance handling
a)very good b)good c)average d)poor
8. . what is your opinion of employee on collective bargaining system
a)very good b)good c)average d)poor
9. what is your opinion about on disciplinary procedure
a)very good b)good c)average d)poor
10. satisfaction of employee on compensation provided to them .
a)very good b)good c)average d)poor
11. What is your opinion of the of employee on measures taken by the management to controle absenteeism
a)very good b)good c)average d)poor
97
12. what is your opinion of employee with present system of recognition of trade union
a)very good b)good c)average d)poor
13. what is the opinion of employee co-operative societies
a)very good b)good c)average d)poor
14. what is the opinion about legal claim settlements
a)very good b)good c)average d)poor
15. what is your opinion of employee towards service awards and other motivations
a)very good b)good c)average d)poor
16. what is your opinion of employee counseling system in the firm.
a)very good b)good c)average d)poor
17. what is the opinion of incentive payment system in the firm.
a)very good b)good c)average d)poor
18. satisfaction of employee on lobour productivity
a)very good b)good c)average d)poor
19. what is your opinion about industrial dispute redressal machinery
a)very good b)good c)average d)poor
20 what is your opinion about quality circles in the firm
a)very good b)good c)average d)poor
21. what is your opinion about employer associations
a)very good b)good c)average d)poor
22. what is your opinion about management participation in trade union
a)very good b)good c)average d)poor
23. what is your opinion of the employee on daily attendance recording system in preventing Absenteeism
a)very good b)good c)average d)poor
24. what is your opinion about government conciliation machinery to settle the disputes
a)very good b)good c)average d)poor
98
25. what is your opinion about preventive measures of industrial conflicts
a)very good b)good c)average d)poor
BIBLIOGRAPHY
99
Industrial Relations - A.M.SHARMA
Industrial Relations - ARUN MONAPPA
Industrial Relations & Labour Laws - S.C.SRIVASTAVA