ACKNOWLEDGEMENT I take this opportunity to thank the Kongu Arts and Science College for its moral support. I express my heart felt thanks to Mr. ANTHONY THIAGARAJAN, DY. Manager HRD, PRICOL for giving me an opportunity to undertake this project and for his consistent guidance. I would also like to thank Mrs. ANITHA, M.S.W., Officer- HRD, PRICOL, who helped me without any hesitation through out the project period. I am very much indebted to Mrs. POONGODI, M.B.A., Lecturer, Department of Management studies, Kongu Arts and Science College, for her invaluable help and guidance. My over riding debt continues to be with RAJAGOPALAN and RIAZ, who provided me the time, support and inspiration to do this project effectively and efficiently.
CONTENTS
Chapter No.
Particulars
Page No.
LIST OF TABLES LIST OF CHARTS 1
INTRODUCTION
1
2
OBJECTIVES OF THE STUDY
2
3
Company profile
4
Synopsis
7
Need for Industrial Relations
9
METHODOLOGY
10
Research Design
10
Questionnaire Design
10
Data collection Method
10
Sample Design
10
Limitations of the Study
11
4
ANALYSIS AND INTERPRETATIONS
12
5
FINDINGS
60
SUGGESTIONS
63
CONCLUSION
64
APPENDIX
65
BIBLIOGRAPHY
75
6
LIST OF TABLE
Table No. 1 2
Particulars Job satisfaction Opinion regarding the facilities provided and non – statutory welfare measures
Page No. 12 14
3
Information pertaining to factory and job
16
4
Upward communication
18
5
Participation of superior and top management to settle grievance
20
6
Employees satisfaction regarding grievance settlement
22
7
Awareness of the rules regarding discipline
24
8
Application of the disciplinary rules
26
9
Employees opinion regarding the punishment for violation of rules
28
10
Employees opinion about the opportunities to upgrade skills in
30
training programs 11
Employees opinion about the identification of the training needs
32
12
Employees opinion about the trainers communication
34
13
Employees opinion about the arrangements made for training
36
14
Effectiveness of job performance through training programs
38
15
Participation of the employees in training programs
40
16
Attitude change in employees after attending the training programs
42
17
Assessment of training needs
44
18
Relationship with colleagues
46
19
Appreciation from superiors
48
20
Participation of superiors in self development of the employees
50
21
Job security
52
22
Suggestion system and departmental /section meetings in pricol
54
23
Open – door policy
55
24
Enquiry by an impartial person
56
25
Preliminary investigation and issue of charge sheet
57
26
Orientation / training program
58
27
Training programs in relation with job performance
59
LIST OF CHARTS
Fig. No. 1 2
Particulars Job satisfaction Opinion regarding the facilities provided and non – statutory welfare measures
Page No. 13 15
3
Information pertaining to factory and job
17
4
Upward communication
19
5
Participation of superior and top management to settle grievance
21
6
Employees satisfaction regarding grievance settlement
23
7
Awareness of the rules regarding discipline
25
8
Application of the disciplinary rules
27
9
Employees opinion regarding the punishment for violation of rules
29
10
Employees opinion about the opportunities to upgrade skills in
31
training programs 11
Employees opinion about the identification of the training needs
33
12
Employees opinion about the trainers communication
35
13
Employees opinion about the arrangements made for training
37
14
Effectiveness of job performance through training programs
39
15
Participation of the employees in training programs
41
16
Attitude change in employees after attending the training programs
43
17
Assessment of training needs
45
18
Relationship with colleagues
47
19
Appreciation from superiors
49
20
Participation of superiors in self development of the employees
51
21
Job security
53
INTRODUCTION TO THE PROJECT Employer- Employee relationship constitute one of the most delicate and complies problems of the modern industrial society which is characterized by rapid changes. Industrial Relation is used to express the nature of relationship between the employer and employee in an industrial organization. The ever growing and fast changing scientific and technological development brought forth in the industrial world a unique type of employer- employee relations replacing the traditional master – servant relationship. Employees are no longer viewed as solely an economic tool, but rather as a human beings who are driven and controlled by diverse elements which affects total make up. According to Bethel, Atwater, smith and statesman Industrial Relation is that part of management, which is concerned, with the manpower of any enterprise. It is thus closely linked with Human Resource management or rather it is the part of the human relation function. Many Industrial Relation policies are based on human Resources Management problems. Similarly, cordial Industrial Relations cannot exist without healthy personnel practices, and HRM cannot be successful without cordial relations. This is perhaps why the personal policies of any organization include Industrial Relation policies also.
As a matter of fact, Industrial Relation form an indispensable part of the HRM, which is the basic need, an important function and an area of great concern for management of today, particularly in India. It therefore deserves a proper attention.
OBJECTIVES OF THE STUDY The main objective of the present research work is to study the existing Industrial Relation in the organisation. In order to obtain the objective the following sub hypothesis were framed. 1.
To find out the opinion of employees regarding the present employer employee relations.
2.
To find out the opinion of employees about grievance redressal procedure.
3.
To find out the opinion of employees about employees participation in management and dispute settlement machinery.
4.
To find the effectiveness of training program.
5.
To suggest ways to improve the existing relation.
PROFILE OF THE COMPANY The Premier Instruments and Control Limited was incorporated in the year 1972 as a private company. The company was started with an objective of implementing the project for manufacture of automotive instruments and allied accessories. Its registered office is located at Avinashi road, Coimbatore. It has commenced commercial production in the year 1975 with an initial capacity of 4 lakhs Nos. of dashboard instruments per annum in technical collaboration with M/s International Instruments Limited Bangalore for 10 years period who was dominant market leader. It is primarily an automobile ancillary unit with a little bit of diversification in the recent years in to electronics small machine tools, and instruments and allied accessories. With the young and dynamic term with the backup of the established market network of its associate concern namely M/S L.G. Balakrishnan and Bros. Limited and M/S L.G. Equipment’s Limited and the financial support of its promote concern M/S Precot Mills Limited and M/S Super spinning the company was able to overtake M/s auto meters limited and established as a second largest manufacturers of dashboard instruments in the country with in a period of 4 years. Further the company was able to register consistent growth in the turnover year after year due to its dedicated personnel and commitment to quality and service. Besides continues research and development work and multidisciplinary engineering Base have
strengthened its capability to cater to the changing needs of the endusers with in a reasonable time. The company has increased its installed capacity from 4 lakhs Nos. of dashboard instruments per annum over the period and has emerged as market leader having a market share of nearly 50 percent of total Indian market catering to the needs of almost all the vehicle manufactures in the country, besides meeting the replacement market demand through the country wide dealers network. During the year 1985 the company has entered in to technical collaboration with M/S N.S. International Limited U.S.A. for up gradation of technology in the manufacture of dashboard instruments for two wheelers. Further during the financial year 1991-92 the company has entered into technical collaboration with M/S Nippondaso Company Limited, Japan to improve upon its existing technology in the manufacture of four wheeler instrument to manufacture combination meters for high quality cars, the organization entered in to a new technology agreement in 1996 with M/s Nippon Seiki company Limited, Japan New collaboration agreement to manufacture special angular speedometer with M/S Nippon Seiki company Ltd., Japan in 1997. The research and development activities have enable the company in achieving improvement in quality and ability to deliver a range of products as per customer specification. During these periods many programs for modernization, expansion and environmentally acceptance means and share the benefit with the society. The corporate objective of the organisation.
•
Adopt sound practices and adopt them to suit their needs.
•
Continuously improve their levels of quality and productivity through technology up gradation and human resource.
•
Act as a reasonable corporate citizen.
•
Enhance quality of life of their immediate and surrounding environment. Pricol provide value and satisfaction to customers on products and service, which will meet internationally recognised standards. This is achieved through training, development and motivation of all the employees.
SYNOPSIS The researcher attempts to study the state of employer - employee relationship in the company, get views and suggest ways and means to improve the employer employee relationship. Questionnaires were distributed to employees to collect the needed data. Suggestions were put forward to improve the employer-employee relations. The study was completed and suggestions have been given to the management.
IMPORTANCE OF STUDY Conflict is an integral part of modern industry due to the diversity of thoughts of the members of the organisation. Establishing and maintaining a state of order at the work place is a crucial aspect of the management. No industrial enterprise can be managed in a state of chaos and confusion. So when discussing about managing of employer – employee relations consideration should be emphasised on the ways and means of establishing a working order. The three goals of an organisation are to get people, to cooperate through mutually related interests and to gain satisfaction from their relationship. A number of factors social, economic and political have influenced Industrial Relation in India. Unless there is good employer-employee relation there can not be a good human relations.
NEED FOR INDUSTRIAL RELATION The various significant features of Industrial Relation are 1.
To help in the economic progress of a country.
2.
To help management both in the formulation of informed Industrial Relations policies and in their translation into action.
3.
To boost the discipline and morale of the Employees.
4.
To establish a pipeline between Employee and management.
5.
To help establishing and maintaining the industrial democracy which is a prerequisite as the establishment of a socialist society.
RESEARCH METHODOLOGY Research Design The project work was based on descriptive study. Descriptive research is description of the state of affairs, as it exists at present. The main characteristics of this method are that the researcher has no control over variables; he can only report that what has happened or what is happening. Data Collection The data collected is primary in nature. Questionnaire was used to gather information. Apart form this interview was made with the HR Department executives. Construction of Questionnaire The questionnaire was structured bearing in mind the objective of the study. Questionnaires were scientifically planned and cover major aspects of Industrial Relation system. 5Points, 4points& 3points rating scales were used to know the opinion of the workers regarding on important areas such as communication, grievance, discipline procedure and workers participation in management. Sample size Size of the sample
=
50
LIMITATIONS 1.
While for certain dimensions, one need to use separate scales, no attempt, however, has been made in the present study in this regard. Some of the dimensions to the job satisfaction are measured using the response obtained for only one question. This could heavily restrict the generalization of the result of the study.
2.
The study cannot be generalized to the whole organization because the researcher could personally contact only the dayshift employee. However care is taken for reliable data.
3.
Since the topic chosen was very vast and sensitive the research limited the scope of the study to certain area.
ANALYSIS AND INTERPRETATIONS After the data have been collected, they are tabulated properly. Data analysis has been carried out to know the employee’s attitude. Percentage analysis is used. TABLE – 1 Job Satisfaction Sample Size 50 S. No
Nature of response
No. of Respondents
%
1
Highly satisfied
Nil
Nil
2
Satisfied
35
70
3
Normal
12
24
4
Dissatisfied
3
6
5
Highly dissatisfied
Nil
Nil
Interpretation From the above table, the researcher has the following inference :
70% of the respondents are satisfied with their job.
24% of the respondents are normally satisfied with their job.
6% of the respondents are dissatisfied with their job.
JOB SATISFACTION
6%
24%
Satisfied Normal Dissatisfied
70%
TABLE - 2 Opinion Regarding the Facilities Provided and Non- Statutory Welfare Measures Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Highly satisfied
Nil
Nil
2
Satisfied
43
86
3
Normal
7
14
4
Dissatisfied
Nil
Nil
5
Highly dissatisfied
Nil
Nil
Interpretation From the above table, the researcher has the following inference :
86% of the respondents are satisfied with the facilities provided in the company.
14% of the respondents are normally satisfied with the facilities provided in the company.
OPINION REGARDING THE FACILITIES PROVIDED AND NONSTATUTORY WELFARE MEASURES
14%
Satisfied Normal
86%
TABLE – 3 COMMUNICATION Information Pertaining to Factory and Job Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Well informed
30
60
2
Sometimes informed
18
36
3
Not informed
2
4
Interpretation The researcher deciphered the following from the above table :
60% of the respondents are well informed.
36% of the respondents are sometimes informed.
4% of the respondents are not informed.
INFORMATION PERTAINING TO FACTORY AND JOB
60 50 40 Well informed
30
Sometimes informed Not informed
20 10 0
Nature of response
TABLE – 4 Upward Communication Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Well
24
48
2
Only at times
26
52
3
Not at all
Nil
Nil
Interpretation From the above table one can infer the following :
48% of the respondents feel that their views are well communicated upwards.
52% of the respondents feel that their views are communicated only at times.
UPWARD COMMUNICATION
48% 52%
Well Only at Times
TABLE – 5 GRIEVANCE SETTLING Participation of Superior and top Management to Settle Grievance Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Always
48
96
2
Sometimes
2
4
3
Not at all
Nil
Nil
Interpretation One can elicit the following from the table :
96% of the respondents feel that their superiors and top management always participate to settle grievance.
4% of the respondents feel that their superiors and top management sometimes participate to settle grievance.
PARTICIPATION OF SUPERIOR AND TOP MANAGEMENT TO SETTLE GRIEVANCE
100 90 80 70 60
Always Sometimes Not at all
50 40 30 20 10 0
Nature of response
TABLE – 6 Employees Satisfaction Regarding Grievance Settlement Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Often
23
46
2
Sometimes
17
34
3
Rare
10
20
4
Never
Nil
Nil
Interpretation From above table one can infer the following :
46% of the respondents are often satisfied with grievance settlement.
34% of the respondents are sometimes satisfied with grievance settlement.
20% of the respondents are rarely satisfied with grievance settlement.
EMPLOYEES SATISFACTION REGARDING GRIEVANCE SETTLEMENT
20%
46%
Often Sometimes Rare
34%
TABLE – 7 DISCIPLINE Awareness of the Rules Regarding Discipline Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Very Well
41
82
2
Sometimes
9
18
3
Not at all
Nil
Nil
Interpretation The following inferences can be made from the above table :
82% of the respondents are well aware of the disciplinary rules.
18% of the respondents are sometimes aware of the disciplinary rules.
AWARENESS OF THE RULES REGARDING DISCIPLINE
18%
Very well Sometimes
82%
TABLE – 8 Application of the Disciplinary Rules Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Applied on all occasions
50
100
2
Applied at times
Nil
Nil
3
Not applied at all
Nil
Nil
Interpretation From the above table one can infer the following information :
All the respondents feel that the disciplinary rules are applied on all occasions.
APPLICATION OF THE DISCIPLINARY RULES
Applied on all occasions
TABLE – 9 Employees Opinion Regarding the Punishment for Violation of Rules Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Suitably punished
50
100
2
Occasionally punished
Nil
Nil
3
Ignored
Nil
Nil
Interpretation The following details are inferred from the above table :
All the respondents feel that the company suitably punish those who hurt/violate rules of discipline.
EMPLOYEES OPINION REGARDING THE PUNISHMENT FOR VIOLATION OF RULES
Suitably Punished
TABLE – 10 Employees Opinion about the Opportunities to Upgrade Skills in Training Programs Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Strongly agree
20
40
2
Agree
8
16
3
Undecided
12
24
4
Disagree
8
16
5
Strongly disagree
2
4
Interpretation From the above table one can infer the following :
40% of the respondents strongly agree that they have got lot of opportunities to upgrade skills in training programs.
16% of the respondents agree that they have got opportunities to upgrade skills in training programs.
24% of the respondents have no idea.
16% of the respondents feel the opportunities to upgrade skills in training programs.
4% of the respondents strongly disagree the view.
EMPLOYEES OPINION ABOUT THE OPPORTUNITIES TO UPGRADE SKILLS IN TRAINING PROGRAMS
4% 16%
40%
Strongly Agree Agree Undecided Dia-agree Strongly Disagree
24%
16%
TABLE – 11 Employees Opinion about the Identification of the Training Needs Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Strongly agree
30
60
2
Agree
12
24
3
Undecided
8
16
4
Disagree
Nil
Nil
5
Strongly disagree
Nil
Nil
Interpretation From the above table one can infer the following :
60% of the respondents strongly agree that they training needs identified by their superiors are proper and appropriate.
24% of the respondents agree that they training needs identified by their superiors are proper and appropriate.
16% of the respondents have no idea.
EMPLOYEES OPINION ABOUT THE IDENTIFICATION OF THE TRAINING NEEDS
16%
Strongly agree Agree
24%
Undecided
60%
TABLE – 12 Employees Opinion about the Trainers Communication Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Strongly agree
36
72
2
Agree
14
28
3
Undecided
Nil
Nil
4
Disagree
Nil
Nil
5
Strongly disagree
Nil
Nil
Interpretation From the above table one can infer the following :
72%
of
the
respondents
strongly
agree
with
the
communication.
28% of the respondents agree with the trainers communication.
trainers
EMPLOYEES OPINION ABOUT THE TRAINERS COMMUNICATION
28%
Strongly agree Agree
72%
TABLE – 13 Employees Opinion about the Arrangements Made for Training Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Excellent
9
18
2
Good
41
82
3
Undecided
Nil
Nil
4
Poor
Nil
Nil
5
Very poor
Nil
Nil
Interpretation From the above table one can infer the following :
18% of the respondents feel that the excellent arrangements are made for training programs.
82% of the respondent’s feel that the arrangements made for training is good.
EMPLOYEES OPINION ABOUT THE ARRANGEMENTS MADE FOR TRAINING
18%
Excellent Good
82%
TABLE – 14 Effectiveness of job Performance through Training Programs Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Strongly agree
5
10
2
Agree
32
64
3
Undecided
13
26
4
Disagree
Nil
Nil
5
Strongly disagree
Nil
Nil
Interpretation From the above table one can infer the following :
10% of the respondents strongly agree that the training programs increase the effectiveness of job performance.
64% of the respondents agree that the training programs increase the job performance.
26% of the respondents have no idea.
EFFECTIVENESS OF JOB PERFORMANCE THROUGH TRAINING PROGRAMS
10% 26%
Strongly agree Agree Undecided
64%
TABLE – 15 Participation of the Employees in Training Programs Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Very much participate
9
18
2
Participate
41
82
3
Undecided
Nil
Nil
4
Not participate
Nil
Nil
5
Very much ignoring
Nil
Nil
Interpretation From the above table one can infer the following :
18% of the respondents feel that the employees very much participate in the training programs.
82% of the respondent’s feel that the employees participate in the training programs.
PARTICIPATION OF THE EMPLOYEES IN TRAINING PROGRAMS
14%
Very much participate Participates
86%
TABLE – 16 Attitude Change in Employees after Attending the Training Programs Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Strongly agree
9
18
2
Agree
32
64
3
Undecided
9
18
4
Disagree
Nil
Nil
5
Strongly disagree
Nil
Nil
Interpretation The following details are inferred from the above table :
18% of the respondents strongly agree that they have lot of attitude change after attending the training programs.
64% of the respondents agree with the view.
18% of the respondents have no idea.
ATTITUDE CHANGE IN EMPLOYEES AFTER ATTENDING THE TRAINING PROGRAMS
18%
18%
Strongly agree Agree Undecided
64%
TABLE – 17 Assessment of Training Needs Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Self assessment
2
4
2
By superior
48
96
3
Performance appraisal
Nil
Nil
4
Others specify
Nil
Nil
Interpretation The researcher extracted the following details from the above table :
4% of the respondents feel that the self assessment is used for the assessment of the training needs.
96% of the respondents feel that their superiors identifying their training needs.
ASSESSMENT OF TRAINING NEEDS
4%
Self assessment By superior
96%
TABLE – 18 Relationship with Colleagues Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Cordial
42
84
2
Normal
8
16
3
Strained
Nil
Nil
Interpretation Form the above table one can infer the following :
84% of the respondents have cordial relationship with their colleagues.
16% of the respondents have normal relationship with their colleagues.
RELATIONSHIP WITH COLLEAGUES
16%
Cordial Normal
84%
TABLE – 19 Appreciation from Superiors Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Adequate appreciation
18
36
2
Less appreciation
32
64
3
No appreciation
Nil
Nil
Interpretation The above table gives following information :
36% of the respondents feel that they are receiving adequate appreciation from their superiors.
64% of the respondents feel that they are receiving less appreciation from their superiors.
APPRECIATION FROM SUPERIORS
36% Adequate Appreciation Less Appreciation
64%
TABLE – 20 Participation of Superiors in self Development of the Employees Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Very helpful
44
88
2
Not helpful
6
12
3
Discouraging
Nil
Nil
Interpretation Form the above table one can infer the following :
88% of the respondents feel that their superiors are very helpful in their self development.
12% of the respondents feel that their superiors are not helpful in their self-development.
PARTICIPATION OF SUPERIORS IN SELF DEVELOPMENT OF THE EMPLOYEES
12%
Very helpful Not helpful
88%
TABLE – 21 Job Security Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Totally secured
4
8
2
Partially secured
23
46
3
Insecure
23
46
Interpretation From the above table one can infer the following :
8% of the respondents feel that they are totally secured in their job.
46% of the respondents feel that they are partially secured in their job.
46% of the respondents feel that they are insecure.
JOB SECURITY
8%
Totally secured
46%
Partially secured Insecure
46%
TABLE – 22 Suggestion System and Departmental / Section Meetings in Pricol Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Yes
50
100
2
No
Nil
Nil
Interpretation
All the respondents answered that the suggestions system and departmental / section meetings are present in pricol.
TABLE – 23 Open – Door Policy Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Yes
48
96
2
No
2
4
Interpretation
96% of the respondents feel that the open-door policy is present in pricol.
4% of the respondents oppose this view.
TABLE – 24 Enquiry by an Impartial Person Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Yes
50
100
2
No
Nil
Nil
Interpretation
All the respondents answered that the enquiry is made by their immediate superior.
TABLE – 25 Preliminary Investigation and Issue of Charge Sheet Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Yes
11
22
2
No
39
78
Interpretation
78% of the respondents are not aware of the issue of charge sheet.
22% of the respondents are aware of the preliminary investigation and issue of charge sheet.
TABLE – 26 Orientation / Training Program Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Yes
50
100
2
No
Nil
Nil
Interpretation
All the respondents answered that the orientation / training program is available in the company.
TABLE – 27 Training Programs in Relation with Job Performance Sample size 50 S. No
Nature of response
No. of Respondents
%
1
Yes
37
74
2
No
13
26
Interpretation 74% of the respondents feel that the training programs are directly useful to their job. 26% of the respondents feel that the training programs are not directly useful to their job.
FINDINGS 86% of the respondents are satisfied with the non-statutory welfare
measures and the facilities provided in the company. Job Security
46% of the respondents feel that they are partially secured in their job
46% of the respondents feel that they are insecure in their job.
Communication
60% of the respondents find less face to face communication is a barrier for communication because of their nature of work.
83% of the respondents feel that the suggestion system and the present communication system is comfortable for them.
Grievance Settling
96% of the respondents answered that all their grievances are settled by their immediate superior and by the HR department.
Arbitration is not available in the company and open-door policy is present in pricol.
A meeting called ‘Good will’ meeting helps the employees to suggest their views and inconvenience to the management.
Discipline
All the respondent are aware of the rules regarding discipline and charged employees given an opportunity to present his witnesses as well as the employees have the right to cross examine management evidence.
91% of the respondents from staff level are not aware of the charge sheet.
Effectiveness of Training Programs
56% of the employees answered that they have got lot of opportunities to upgrade their skills in training programs.
The training needs of the employees are identified by their superiors and 62% of the respondents feel that the superiors not discuss with them while identifying their training needs.
The employees have all freedom and encouragement to ask and clear doubts in training programs and 74% of the respondents feel that the training programs are conducted at right time for effective job performance.
74% of the respondents answered that the course material provided by the organization is useful and training programs are very interesting.
All the respondents from the sample attended orientation / training programs in the company.
Relationship Development
84% of the respondents answered that they have cordial relationship with their colleagues.
88% of the respondents feel that their superiors help in their selfdevelopment.
64% of the respondents feel that they are getting less appreciation.
SUGGESTIONS
Job satisfaction and dissatisfaction of the employees can be evaluated periodically for evolving dynamic and pragmatic polices for organizational growth and development.
In addition to the formal reward system, non-monetary rewards and appreciation for better performance should be introduced.
Most of the employees feel that they are insecure in their job. The organization should give remedy to relieve employees from this feeling.
Grievance redressal cell can be introduced. The employees can write their genuine grievances to the cell for their redressal.
CONCLUSION The long established employer – employee relationship moving towards a change and modifications will continue till they take concrete shape. It is the realization and desire of both employer and employees to maintain the spirit of the system. The personnel management practices and employment policy should be provided sound base for harmonious industrial relation.
BIBLIOGRAPHY EDWIN. B. FLIPPO
“PERSONNEL MANAGEMENT” Sixth Edition, 1984 McGraw Hill International Publications
P.C. TRIPATHI
“PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS” Tenth Edition, 1994. Sultanchand and Sons, New Delhi.
P. SUBBA RAO
“ESSENTIALS OF HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS” First Edition, 1996. Himalaya publishing house.
QUESTIONNAIRE A STUDY ON EMPLOYER-EMPLOYEE RELATIONSHIP PRICOL – COIMBATORE Please Answer all the question and provide us the real feed back Information collected will be confidential and will be used for academic purpose PERSONAL DATA 1. Name
:
2. Age a. 21 – 25
b. 26 – 30
c. 31 – 35
d. Above 35 3. Sex a. Male
b. Female
4. Years of experience a. Below 5
b. 5 – 10
c. 11 – 15
d. Above 15 5. Educational qualification -----------------------------------------------------------------6. Category
:
Staff / Operator
7. Designation / Grade -----------------------------------------------------------------------8. Salary (IN RS)
:
9. Are you satisfied with present job? a. Highly satisfied b. Satisfied d. Dissatisfied
c. Normal
e. Highly dissatisfied
10. What is your opinion regarding the facilities provided in your company? a. Highly satisfied b. Satisfied d. Dissatisfied
c. Normal
e. Highly dissatisfied
11. Are you satisfied with the non – statutory welfare measures? a. Highly satisfied b. Satisfied d. Dissatisfied
c. Normal
e. Highly dissatisfied
COMMUNICATION – I 1. How are you informed of what goes on in the factory pertaining to your interest and job? a. Well informed
b. Sometimes informed
c. Not informed 2. How are your views communicated upwards? a. Well
b. Only at times
c. Not at all
3. Does the superior communicate every thing about your work to you on time? a. Yes
b. No
4. Is the present communication system / pattern comfortable for you? a. Yes
b. No
5. Is the suggestion system / pattern comfortable for you ? a. Yes
b. No
6. Is departmental section meetings often held in pricol? a. Yes
b. No
7. What are the barriers do you find to effective communication in your or ganisation? Less face to face communication Semantic (language) barriers
Yes Yes
Lack of trust
No No
Yes
Inter personal barrier
Yes
No No
If any other (specify)
GRIEVANCE SETTLING – II 1. Are you permitted to meet your superior and top management to settle grievance step by step? a. Always
b. Sometimes
c. Not at all
2. How patient your superior in listening to your problems? a. Very patient
b. Somewhat
c. Dead card
3. Have you got occasion to settle your grievance by passing your immediate supervisor?
a. No occasion
b. Sometimes
c. Always
4. Is arbitration available in your company? a. Yes
b. No
5. Is open door policy and opinion survey present in pricol? a. Yes
b. No
6. Does the grievance procedure really help the employee to release the pentup emotions? a. Yes
b. No
7. Is the incident closed with a sense of satisfaction on the part of everyone immediately involved in the original complaint? a. Often
b. Sometimes
c. Rare
d. Never
DISCIPLINE – III
1. How well do you know the rules regarding discipline? a. Very well
b. Sometimes
c. Not at all
2. How well do you think the disciplinary rules are applied in your company? a. Applied on all occasions b. Applied at times c. Not applied at all 3. Is charged workers given an opportunity to present his witnesses? a. Yes
b. No
4. Do the workers have the right to cross examine management evidence ? a. Yes
b. No
5. Is the evidence of management taken on presence of charged worker? a. Yes
b. No
6. Does preliminary investigation and issue of charge sheets is part of the discipline procedure? a. Yes
b. No
7. How does your company punish those who hurt / violate rules of discipline? a. Suitably punished c. Ignored
b. Occasionally punished
INDUSTRIAL RELATIONSHIP DEVELOPMENT – IV 1. How is the mutual understanding between your views and company rules? a. Good understanding
b. Fare understanding
c. No understanding 2. How is the relationship with your colleagues? a. Cordial
b. Normal
c. Strained
3. What is the extend of co-operation you get from your colleagues? a. Desired extend
b. Adjustable
c. No co-operation
4. What is the rate of appreciation you get from your superiors for any good work preformed? a. Adequate appreciation b. Less appreciation c. No appreciation
5. When you approach your superiors? a. They like it
b. Keep distance
c. They dislike it
6. How does your superiors deal with you? a. Formal authoritarian c. Take it easy type
b. Indifferent d. Warm, yet task oriented
7. How is your superiors help in your self – development ?
a. very helpful
b. Not helpful
c. Discouraging
8. How do you feel your involvement in your company activities and decision – making? a. Complete involvement b. Little involvement c. No involvement 9. Do you feel secure in your job? a. Totally secured
b. Partially secured c. In secured
10. How much opportunity do you have to know your company plans and policies all times and when changes occur? a. Enough opportunity
b. Rare opportunity
c. No opportunity 11. Do you encourage your subordinates to give their views freely? a. Very rare
b. Average
c. No encouragement
d. No subordinates
EMPLOYEE EDUCATION -EFFECTIVENESS OF TRAINING PROGRAMS 1. I have got lot of opportunities to upgrade my skill in training programs? a. Strongly agree d. Disagree
b. Agree e. Strongly disagree
c. Undecided
2. The training needs identified by my superior are proper and appropriate a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
3. Superior discusses with me while identifying my training needs a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
4. The course materials provided by the organization are useful a. Highly useful
b. Useful
d. No use
e. Highly useless
c. Undecided
5. Trainees are able to communicate effectively a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
6. I have all freedom and encouragement to ask and clear doubts in training programs. a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
7. Training programs are conducted at right time for effective job performance. a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
8. Sufficient administrative arrangements are made for training
a. Excellent d. poor
b. Good
c. Undecided
e. Very poor
9. Training programs are very interesting a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
10. Employees participate in training programs a. Very much participate b. Participate d. Not participate
c. Undecided
e. Very much ignoring
11. Organization takes care of all emergency training needs that arise from time to time a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
12. I can see a lot of attitude change in my self after attending the training programs. a. Strongly agree d. Disagree
b. Agree
c. Undecided
e. Strongly disagree
13. How was your training needs assessed? a. Self assessment
b. By superior
c. Performance appraisal d. Others specify -------------------14. Have you attended any orientation / training programme in pricol? a. Yes
b. No
If yes, does the training programme directly useful to your job? a. Yes
b. No
EMPLOYEE PARTICIPATION 1. Would you feel that there should be a scheme for workers participation in management? a. Yes
b. No
2. Do you have any such scheme in your organization? a. Yes
b. No
3. Do you think the present forms of participation would help employee to develop his personality? a. Yes
b. No
