A-1 Obiective of the project:

The Management education supplements various needs of organization

an wherein an individual has to serve and fulfill various requirements in order
to achieve the objective / goal set by the Management.

The Project work is one of the subiects of Management course. It is a

vocational training for a student that immensely helps to get him acquainted
with actual working of an organization, and in particular the functioning of
personnel Administrative or Human Resources Department of an
Organization. It also facilitates him to have an observational experience for
gaining an in-depth Knowledge of various functions undertaken by the
Management of an organization. It includes number of activities to be
performed by a student like selection of a topic. collection of relevant data.
and presentation of the data in a systematic manner and to find out a logical
conclusion. Industrialization has bought many changes in the society good
as well as bad. It has provided employment on a large scale, which has in
turn improved the standard of living of Labours. At the same time
industrialization has affected adversely the health of Labours in certain
sectors. In order to protect the health of Labours the government has
enacted certain acts that every company had to follow and conduct al
activities according to it. it enacted the factories act 1948 for all factories.

Certain provisions have been made for social security measure et In

this chapter I have covered provisions of factories act as regards to Labour
welfare, also international labor organization rules. social security
measures,provisions historical development of labour welfair.
2. Selection of the Topic:-
In the begannings. the Labour Management Relationship in India, was neither given any
particular attention or place in the Organizational system, not did professionals find
themselves involved in the process. Subsequently, it was entrusted with the policy
function within the Organization i.e. to report and assist the organization in dealing with
industrial discipline and getting grid of trouble makers. At this stage, it was mostly
engaged in "Fire-fighting tasks i e. going to the forefront at the moments of crises.
Incidentally it was at this stage, that at times, the use of welfare Omcers for endi ng amd
abetting the exploitation of the working class by certain Organizations brought thern on
the periphery of notoriety. However, by and large their appointment in industries remained
only symbolic, satisfying the statutory requirements, without any specific, constructive role
to play The "Personnel Man' who was initially known as welfare Officer' has moved on to
be known as Labour welfare Officer Personnel Officer and is now identified as Human
Resource Manager.
In the recent years, there has been recognition for the Importance of human beings as a
valuable asset in an organization. As the organization can grow and fulfill its Objectives
only with the help of Human Resource it is Important to keep its working forcc happy
through proper motivation, training and counseling.
The main objectives of sclecting this topic are to gain an insight into the Industrial
Relation system of Paraim Tex Fab pvt. Led Shirpur. works. And Eo Analys the
effectiveness of the Industrial Relation system in force Param Tex Fab pvt. Ltd. Shirpur
works.
3 Objective of the study

l. To study the concept of Labor/Labor management relationship.

2. To know different types of management facilities provided to Labour in organization

and outside organization.

3. To understand the impact of Labour management relationship policies.

4. To under stand the needs, importance and impact of social security measures.

5. To see trade union activities in organization for labour management relationship

6. To know per head expenditure of organization on Labour management.

7. To see whether Labour arc being charged extra for welfare facilities.

8. Whether Labours are satisfied with welfare and security measures provided.

9. To know how much utilization of management facilities provided by the organizations

are utilized by the Labours/labour.
A.4 Research Methodology:
The study necessitated both primary and secondary data collection methods. The
Questionnaires were designed and interviews of were conducted in order to collect primary data,
and some deskwork was carried out to collect secondary data. The methodology followed for data
collection consisted of following Sources:
IAI Collection of Primary data The primary data was collected through following sources
lil Designing of the Questionnaire: A 15-itemed Questionnaire was prepared for the Appraisers &
10 itemed for the Appraisers to find out the opinion of the officers on the pre-revised and revised
Industrial Relation system of the Organization.
liil Discussions Discussions were also held with about 50 senior and fellow officers working in
various Departments to discuss the various provisions of pre-revised and revised Industrial
Relation system, and also to seek their opinion suggestions in improving the prevailing revised
system
Bl Collection of secondary data This involved going through the blank revised and pre-revised
performs, study of various Circulars issued by the Personnel Department on the subject matter,
and certain books written by the recommended authors.
HYPOTHESIS
A hypothesis is tentative assumption drawn from knowledge and theory which is used as a guide
in the investigation of other facts and theories that are yet unknown.
A hypothesis states what we are looking for A hypothesis looks forward. It is proposition which
can be put to a test to determine its validity. It may prove to be correct or incorrect. It is a set of
statements to be accepted if found true or rejected if found false at the end of the research
1.The Industrial Relation system in Param ter fab pvt, Ltd. is effective
2 The content of the Industrial Relation forms are specific to the objectives,
3 The Industrial Relation system is Param tex fab pvt Ltd. Transparent,
4 The Industrial Relation system in Param tex fab pvt. Ltd. han linkage with the organizational
objectives.
5 Assessment of training needs is based on the effectiveness of Industrial Relation System
A 5 Scope of the study:
The Industrial Relation is emerging as one of the strong tool in the development of human
resources. Industrial Relation system has a dual approach namely, Evaluation Approach and
Developmental Approach. One without the other makes the appraisal ineffective.
Since the objectives of the Industrial Relation system are to enhance effectiveness, potential,
development and career stretch of an individual for the Management to formulate HRD rrograms
and to meet the organizational needs, there is a wide scope for study of Industrial Relation system
A.6 Limitations of the study:

The training was undertaken for 22 days duration. In Param Tex Fab Pvt. Ltd. Shirpur,
Works, the HR department.

Under my training though I wish to learn each and every operation of the section but I
restricted my study only to Topic "The HR Executive", so that particular topic could be
well learned. Actually it was impossible to learn each and everything under the section
within the span of 21 days only.
A.7 Rationale of the study:

The Project had done on Industrial Relation System gives the live experience of the
various aspects of the management which are helpful for the future point of View.

The study gives the opportunity to understand the difference between the theoretical
and the practical knowledge of the subject.
Chapter no. 3
1.1 Analysis of the Data:
Definition Joint-committee comprising of employers, workers, and often union representatives
Their purpose is to suggest and monitor the implementation of improvements in efficiency and
working conditions, and to iron out minor problems if the proposed changes, however, are
mandatory subjects of collective bargaining. they must be formally negotiated
Labour Management Meaning
Labour management is a wide term It is primarily concerned with labour affairs and management
of social policy. The meeting of experts on labour management held in Geneva in october 1973
felt to deal with the major substantive programmers of labour management, there should be
central specialized units for each of the following

Labour management is not simply the responsibility of the departrment of labour Many
agencies and government departments such as chambers of commerce. Factory and mines
inspectorate Social insurance directorate and department of human resource development and
education are involved in it In some countries. The organizations of employers and workers are
also involved in the management of labour matters. But it is primarily the responsibility of the
department of lab our to lay down, develop and apply sound labour policies, co-ordinate various
recommendations received from various department which have a bearing on labour affairs.
Formulation of policy decisions are based on consultation with other interests (particularly of
employers and workers organizations and of research and field investigation)
List of union
1) Participalion in inlemational conferences Associations and other bodies and implementing
decisions made thereat
2) Port quarantine including hospitals connected therewith seaman's and marine hospitals:
3) Regulation of labour and safety in mines and oilfields
4) Industrial disputes concerning union employees
5) Union agencies and institutions for
1) Professions vocation or technical training and
2) The promotion of special studies or research
6) Enquiries surveys and statistics for the purpose of any of the matters in this list
Need
Industrial relations is a multidisciplinary field that studies the employ relationship. Industrial
relations is increasingly being called employ relations because of the importance of non-industrial
employment relations Many outsiders also equale industrial relations to labour relations and be
that industrial relations only studies unionized employment situations, bu is an oversimplification.
1) Contents
2) verview
3) 2 History
4) 3 Theoretical perspectives
a. Human Relation
b. 2 Pluralist perspective
c. 3-3 Radical perspective
5) 4 Industrial Relations Today
6) 5 Notes Further reading
1) overview
Industrial relations has three faces: science building, problem solving and ethical. In the
science building face, industrial relations is part of the social sciences, and it seeks to understand
the employment relationship and its institutions through high-quality, rigorous research in this
vein, industrial relations scholarship intersects with scholarship in labor economics, industrial
sociology, labor and social history, human resource management political science, law, and other
areas. In the problem solving face, industrial relations seeks to design policies and institutions to
belp the employment relationship work better. In the ethical face industrial relations contains
stroag nomnative principles about workers and the employment relationship, especially the
rejection of treating labor as a commodity in favor of seeing workers as human beings in
democratic communities entitled to human rights. The term human relations refer to the whole
field of relationship that exists because of the necessary collaboration of men and women in the
employment process o modem industry. It is that part of management which is concemed with
the management of enterprise -whether machine operator, skilled worker or manager. It deals
with either the relationship between the state and employers and workers organisation or the
relation between the occupational organisatioo themselves
Industrial relations scholarship assumes that labor markets are not perfectly competitive
and thus, in contrast to mainstream economic theory, employers typically have greater bargaining
power than Labours. Industrial relations scholarship also assumes that there are at least some
inherent connicts of interest between employers and Labours (for example, higher wages versus
higher profits) and thus, in contrast to scholarship in buman resayurce management and
organizational behavior, conflict is seen as a natural part of the employment relationship.
Industrial relations scholars therefore frequently study the diverse institutional arrangements that
characterize and shape the employment relationship from norms and power structures on the
shop floor, to Labour voice mechanisms in the workplace, to collective bargaining arrangements
at a company, regional, or national level, to various levels of public policy and labor law regimes,
to "varieties of capitalism" (such as corporatism), social democracy, and neoliberalism
2) History
Industrial relations have its roots in the industrial revolution which created the modem
employment relationship by spawning free labor markets and large- scale industrial organizations
with thousands of wage workers As society wrestled with these massive economic and social
changes, labor problems arose. Low wages, long working hours, monotonous and dangerous
work, and abusive supervisory practices led to high Labour turnover, violent strikes, and the threat
of social instability. Intellectually, industrial relations was formed at the end of the 19th century as
a middle ground between classical economics and Marxism, with Sidney Webb and Beatrice
Webb's Industrial Democracy (897) being th key intellectual work Industrial relations thus rejected
the classical econ.
Institutionally, industrial relations was founded by John R Commons when he created the first
academic industrial relations program at the University of Wisconsin in 1920. Early financial
support for the field came from John D Rockefeller, Jr. who supported progressive labor-
management relations in the aftermath of the bloody strike al a Rockefeller-owned coal mine in
Colorado. In Britain, another progressive industrialist, Montague Burton, endowed chairs in
industrial relations at Leeds, Cardiff and Cambridge in 1930, and the discipline was formalized in
the 1950s with the formation of the Oxford School by Allan Flanders and Hugh Clegg Industrial
relations was formed with a strong problem-solving orientation that rejected both the classical
economists' laissez faire solutions to labor problems and the Marxist solution of class revolution.
It is this approach that underlies the New Deal legislation in the United States, such as the
National Labor Relations Act and the fair labour standard acts.
3) Theoretical perspectives

3.1 Human Reactions

In unitarism, the organization is perceived as an integrated and harmonious whole with

the ideal of "one happy family where management and other members of the staff all
share a common purpose, emphasizing mutual cooperation. Furthermore, unitarism has
a patemalistic approach where it demands loyalty of all Labours, being predominantly
managerial in its emphasis and application. Consequently, trade unions are deemed as
unnecessary since the loyalty between Labours and organizations are considered
mutually exclusive, where there can't be two sides of industry. Conflict is perceived as
disruptive and the pathological result of agitators. interpersonal friction and
communication breakdown.

3.2 Pluralist perspective:-

In pluralism the organization is perceived as being made up of powerful and divergent

sub groups, each with its own legitimate loyalties and with their own set of objectives
and leaders, In particular, the two predominant sub-groups in the pluralistic perspective
are the management and trade unions Consequently, the role of management would
lean less towards enforcing and controlling and more toward persuasion and co-
ordination Trade unions are deemed as legitimate representatives of labours, conflict is
dealt by collective bargaining and is viewed not necessarily as a bad thing and, il
managed could in fact be channeled towards evolution and positive change.

3.3 Radical perspective:- This view of industrial relations looks at the nature of the
capitalist society. where there is a fundamental division of interest between capital and
labour, and sees workplace relations against this history. This perspective sees
inequalities of power and economic wealth as having their roots in the nature of the
capitalist economic system. Conflict is therefore seen as inevitable and trade unions are
a natural response of workers to their exploitation by capital.

4.) Industrial Relations Today The term Industrial Relations comprises of two terms:
Industry' and Relations'. "Industry refers to "any productive activity in which an individual
(or a group of individuals) is (are) engaged". By "relations" we mean the relationship
that exist within the industry between the employer and his workmen.

The relationships which arise at and out of the workplace generally include the
relationships between individual workers, the relationships between workers and their
employer, the relationships between employers, the relationships employers and
workers have with the organizations formed to promote their respective interests, and
the relations between those organizations, at all levels. industrial relations also includes
the processes through which these relationships are expressed (such as, collective
bargaining, workers' participation in decision- making, and grievance and dispute
settlement), and the management of conflict between employers, workers and trade
unions, when it arises
5) Notes

1, Ackers, Peter (2002) "Reframing Employment Relations. The Case fot Neo-
Pluralism." Industrial Relations Journal Kaufman, Bruce E (2004) The Global Evolution
of Industrial Relations: Events. Ideas, and the llRA, International Labour onice

2 Kaufman, the Global Evolution of Industrial Relations.

3, Budd, John W. and Bhave, Devasbeesh (2008) "Values, ldeologies, and Frames of
Reference in Industrial Relations," in Sage Handbook of Industrial Relations, Sage.

4. Befort, Stephen F. and Budd, John W. (2009) Invisible Hands, Invisible Stanford
University Press

5 .Budd, John W. (2004) Employment with a Human Face: Balancing Efficiency,

Equity, and voice, Comell University Press

6. Kaufman, the Global Evolution of Industral relation

6) Further reading

Industrial Relations in Transition Oxford University Press

2 Blyton, Paul: Bacon, Nicolas, Fiorito, Jack, Heery, Edmund 2008) Sage Handbook of
Industrial Relations. Sage.

3. Budd, John W. (2004). Employment with a Human Face Balancing Efficiency, Equity.
and Voice. Comell University Press

4.A Commons, John R. (1919). Industrial Goodwill, McGraw Hill

5 Hyman, Richard (1975) Industrial Relations: A Markist Introduction. Macmillan,

6 Kaufman, Bruce E (2004). Theoretical Perspectives on Work amd the Employment

Relationship. Industrial Relations Research Associatian.

7 Kaufman, Bruce E. (2004). The Global Evolution of Industrial Relations Events,

Ideas, Ackers, Peter: Wilkinson, Adrian 2003). Understanding Work and Employment
and the IRA. Intematioeal Labour Office

8 Kelly, John (998). Rethinking Industrial Relations: Mobilizatien. Collectivism and Long
Waves. Routledge.

9 Webb, Sidney; Webb, Beatrice (189T). Industrial Democracy Langmans Green, and
Co.
10.SText is available under the Creative Commons Attribution-baretlike License:
additional terms may apply. See Terms of Use for details
Wage System is as follows

The choice of a particular method depends upon general consideration such as the
nature of the industry, prevailing economic condition, availability of the required type of
labour and the standard of education and skill attained by workers. However a good
wage system have the following features

1) Simplicity: It should be simple and capable of being understood by the workers, so

that workers can make their own calculation. Also it should be easy to operate with
minimum script work.

2) suitability: It should be suitable to industry time wage system is suitable where quality
of work is important.

3) Fair and Just: It should be just and fair to both the worker and employer. It should be
based upon scientific time and motion study to ensure a standard output to the
employer and a fair amount of wages to the workers.

4) Guarantee of minimum wages: It should guarantee a minimum living wage to ensure

a satisfactory standard of living

5) Linking with efficiency: There should be direct relations between reward and efforts,
skill and responsibility. More the efforts and skill, higher should be the wages.

6) Incentives offered: the incentives offered to workers should be such that the workers
are encouraged to work more and more to get wages.

7) Standard of performance: Any system of wages should set attainable objectives This
means the standard of performance fixed should be within the abilities of an average
worker.

8) Resemblances in particular locality The system should keep in view the wage rate in the same
area or industry. The method selected by and organization should be as far as possible in line
with that of its competitors. It should not in no way be entirely different from that of industry of
locality.
9) Minimum Cost: The cost in terms of money, clerical labour and time should be minimum in
deciding any wage system.
10) Quality should not be affected: The wage system should be such as Beter wages for better
quality". Otherwise in order to earn more and more wages, the workers may produce inferior
quality goods.
11) Worker's morale: the system should be such which should boost the morale of the workers
and should minimize labor turnover absenteeism and late attendance.
12) Equal wages for equal work: The system should be such that the workers with equal efficiency
get equal wages, otherwise there will be dissatisfaction among the workers.
13) Permanent wage system: It should not be changed frequently otherwise the workers will not
trust the system.
Labour facility
INTRODUCTION:
In organization bank various type of welfare activities provide employee or Labour. This facility
through motivated employee, various type of facility such as canteens, scholarship for meritorious
children, festival advanced etc.
1. Canteens The salary of the canteen boy is bome by the bank It is paid by the bank by debit to
charge ac (sundries). Funds for canteen expenses, sports and other recreational facility are
allocated from the Labour welfare fund. Only70% ofthe allocations under the sw fund should be
utilized for canteen activities, the rest of it for sports, library, cultural activities (10%each.
2. Festival advanced It has to be granted as a demand loan now. Once in a calendar year
repayable in lo monthly installments, interest free, maximum Rs 12500/- for officers Rs 9000., for
clerical Labour and Rs. 5000/- for subordinate Labour Limited to i month basic pay (inclusive of
special allowances This stipulation that deductions should not exceed 25% of gross emoluments
does not apply However it should not exceed 50%

3. Medical Treatment In addition to medical reimbursement the bank has provided

dispensaries at all the LHo and a few zonal ofices. Free consultation/ treatment is
provided to employees their families, retired employees and their spouses and spouse
of deceased employees at these dispensaries. It has also reserved a few beds at some
general Hospitals and some TB/ cancer Hospitals.

4. Personal loan (old scheme):- Rs. 20000 or 8 months basic pay (including special
allowances) whichever is less, repayment 84 months (63 for principal and 21 for
interest). Following changes have been effected for staffs who become eligible for the
loan. a. Max amt: Rs. 15000/- b. Interest: 16.0(compound interest) c. Max. Repayment
period: 60 months.

5. Silver Jubilee Award:- l. An employee who has completed to land-mark of 25 years

service in his career is honored by giving a moment of silver/coin of the value of Rs
1500/-
Chapter no.4

FINDINGS

While doing my project on Measurement of (R) Labour Management Relation I have

set certain objectives to prove and found the following things over there. This workshop
provides all welfare facilities according to the Factories Act. Unions and union leaders
over here are very powerful in taking measures to see that the workers are provided
better welfare measures. Workers over here are utilizing all the benefits they are getting
and at times even Some are misusing their benefit The workshop does not face any
problem due to welfare facilities provided.
CONCLUSIONS

After analyzing the relevant information about the topic & interpreting it several
conclusions are drawn these are as follows:

l) As a constitutive mechanism, works committee is one of the most effective means to

bring the parties together (ie workers & management representatives) in an organized
discussion, mobilize the collective common sense & deliberate on matters of the
common interest Performance of the works committee is quite satisfactory as meetings
were beld regularly & large numbers of issues were discussed.

2) The attitude of the of the workers representatives greatly influence the functioning of
the committee, if these members bring to the committee a fresh & unbiased outlook &
discuss matters with open mind & tender honest advise, the process of participation will
be greatly improved.

3) The workers in param Text Fab. Ltd. Are aware of the various participative schemes
going on in the company.

4) The meetings of the said committee are conducted regularly.

5) OThe time provided for the meeting is sufficient and the members mostly attend the
meetings regularly.

6) The problem or matter related to workers is most of the time resolved by the
discussions held in the meeting.

7) The committees like shop level and department Level are the effective tool of
worker's participation.

8) The views & suggestions of the workers are mainly appreciated by the management.

9) The steps taken to achieve the effective participation are satisfactory.

10) The workers & management relationship is harmonized due to effective

participation.

11) Workers participation is the best method of self development.

12) From the response received there is a chance of improvement in the present
scheme of Worker Participation in Management (WPM)
From the response received the following hypothesis has been accepted
1) The concept of Worker's Participation in Management is effectively implemented in param text
fab Ltd. Shirpur.
2) There is a strong support from top management during conducting such activities in an
organization.
3) Worker's participation in Management maintains strong Industrial Relations between the
Labour & management, employees and the Trade Unions,
4) Satisfies the social and esteem needs
RECOMMENDATIONS
Performance Evaluation procedure should be modified to avoid conflict & dissatisfaction among
the Labours
The HR department should recruit skilled knowledgeable & competent personals and should
provide them regular training facility for skill enhancement
Online information should be updated regularly so that the clients and potential customers must
get the latest information regarding various insurance schemes and plans offered by the company
Intermet connection and Information system should be setup in the HR department so that its
functions could be performed smoothly and efficiently.
Unnecessary man power should be eliminated so that the various packages can be increased for
rest of the Labours.
Appraisal should be done fairly so that conflict, dissatisfaction & attrition rate gets reduced. The
Labours were found working unhappily after performance appraisal is done.
All the important and necessary data & files should be properly organized and preserved,
Technical equipments should be serviced & repaired at regular intervals. The relationship
between top & lower management should be made more cordial to bridge the gap and to fulfill
the target set by the company.
BIBLIOGRAPHY
Essential element of HRM, Himalaya publication house SubbaRao
Dynamic of industrial relation, Himalaya publication house Memorial
Human Resource Management-AM. sheikh
Web Addresses:
www param com
W W W Book bom com
www.wikipilia com