2024__4th Semester: Paper —I: INDUSTRIAL SOCIAL WORK ASSIGNMENT - 1

1. Define human resource management, discus its scope and functions.

The term Human Resource Management is defined as follows:
“The Personnel Function is concerned with the procurement, Development, Compensation, integration and
maintenance of the personnel of an organisation for the purpose of contributing toward accomplishment of
organisational goals and objectives. Therefore personnel management is planning, Organising, directing and
controlling the operative Functions.”
“HR Management as the field of Management which has to do with planning, organising, directing and
controlling the functions procuring, developing, maintaining andutilising the work force.”
The functions of H R M can be broadly classified into two categories

A. Managerial Function:
Managerial functions of H R M involve planning, organising, directing and controlling.

a. Planning : It is a predetermined course of action. Planning is determinating of personnel programmes and

changes in advance that will contribute to the organisational goals. In other words it involves planning of
human resources requirements, recruitment, selection, training etc. It also involves forecasting of personnel
needs, changing values, attitudes and behaviour of employees and their impact on organisation.
b. Organising : An organisation is a means to an end. An organisation is a structure and a process by which
co-operative group of human beings allocates its tasks among its members, identifies relationships and
integrates its activities towards common objective. Organisation establishes relation- ships among the
employees so that they can collectively contribute to the attainment of company goals.
c. Directing : The basic function of personnel management at any level is motivating, commanding, leading
and activating people. The willing and effective co-operation of employees for the attainments of
organisational goals is possible through proper direction. The direction is an impor- tant managerial function
in that it helps in building sound industrial and human relations.
d. Controlling : Controlling also involves checking, verifying and comparing the actuals with the plans,
identified deviations. Thus action and operations are adjusted to predetermined plans. Controlling also
involves checking, verifying and comparing the actuals with the plans, identifying deviations, if any,
correcting the identified deviations. Auditing training programmes, analysing labour turnover records,
directing morale surveys, conducting separation interviews are some of the means for controlling the HRM
function.

B. Operative Functions: The operative functions of HRM are related to specific activities of HRM viz
employment, development, compensation and relations. These functions have to be per- formed in
conjunction with managerial functions.
i) Employment: Employment is concerned with securing and employing the people possessing required kind
and level of human resources necessary to achieve the organisational objectives. It covers functions such as
job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility.

ii) Human Resource Development: It is the process of improving moulding, changing and developing the
skills, knowledge, creative ability, aptitude attitude, values, commitment etc., based on present and future job
and organisational
requirements

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iii) Human resource planning: It is a process for determining and assuring that the organisation
will have an adequate number of qualified persons, available at proper times
iv)Transfer: There will not be any material change in the status, responsibilities or pay of the employees.
• Promotion: It is the upward reassignment given to an employee in the organisation to occupy
higher position which commands better status and / or pay keeping in view the human resources
of the employees and the job requirements.
• Demotion: It deals with downward reassignment to an employee in the organisation, to lower
level position.
v) Organisation development: It is an organisation wide, planned effort, managed form the top, with a goal
of increasing organisational performance through planned interventions. Organisation Development seeks to
change attitudes, values, organisation structures, and managerial practices in an effort to improve
organisational performance
vi) Integration of Human relations: It is the process of interaction among human beings.

2. What is human resource planning? Explain the process of HR planning.

Human Resource Planning is the process bywhich a management determines how an
organisation should move form its current manpower position to its desired manpower
position. Human Resource Planning is the double edged weapon. If used properly, it leads to
the maximum utilisation of human resources, reduces the excessive labour turnover and high
absenteeism. It improves productivity and aids in achieving the objectives of the organisation.
If it is faultily used, it leads to disruption in the flow of work, lower production, less job
satisfaction, high cost of production and constant headaches for the management personnel.
Mc beath defines Human Resource Planning as “It involves two stages. First stage is
concerned with the details of planning man power requirements for all types and levels of
employees through out the period of plan and second stage is concerned with the planning of
manpower supplies to provide organisation with right type of people from all sources to meet
the planned requirements.”
According to Geisler, “ Human Resource Planning is the process - including fore casting,
devel- oping, implementing and controlling - by which a firm ensures that it has the right number
of people and right kind of people at right place, at right time, doing things for which they
are economically more suitable.”
Human Resource Planning Process consists of the following areas :
a) Analysing the organisational objectives: The Organisation must specify the clear cut objec- tives before
starting Human resource planning. It must be the point of the corporate planning. It must be integrated with the
overall organisational plans. Human Resource Planning should be done carefully as it has got long term impact.
If wrong forecast for the future man power inventory are made, it may not be possible to rectify the errors in the
short run. Hence the H R planning should be more concerned with filling future vacancies with right kind of
people rather than with matching existing personnel with existing jobs.

b) Fore Casting Future Human Resource Needs: The demand for labour is derived from the demand for an
organisations goods and services. If other factors are held constant, the increased demand for goods and services
leads to an increased demand for labour. Inversely, a decreased demand for goods and services generally results

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in a decreased demand for labour. Forecosts of the demand for human resources can be shortage, mid-range or
long range, depending on how far the future goals are set.
c) Projecting Human Resource Supply : Projections are estimates of the number of kinds of employees that
can be expected to constitute an organisation’s work force at some future point in time. Projections are based on
a careful assessment of an organisation’s current supply, plus consideration of employee movement into and out
of the organisations.
Generally human resource planners make use of variety of techniques to project future person- nel needs. These
techniques range form judgement to sophisticated quantitative models.
Some of the techniques are:
I. Judgement and Experience.
II. Budgetary planning,
III. Work standards
IV. Key predictive factors.
d) Estimating the Net Human Resource requirement : The next major step in the Human Resource Planning
process is comparing the forecast needs for human resources with the projections of internal supply. By
subtracting the projected supply from the forecast needs, planner can determine an organisation’s net employee
requirements for as future point in time. No employee requirements should be determined for each job in an
organisation as well as for the organisation as a whole.
e) Planning policies and programmes : After employee requirements are determined action plan for
redeployment, redundancy and retrenchment or, action plan for recruitment, Development etc is to be initiated. It
is new stage where planners generate and evalvate alternative resources policies and programs to handle
anticipated surplus or shortages.
f) Evaluating the H R P effectiveness : Organisations should evaluate their H R P efforts to determine their
effectiveness in helping to achieve organisational goals and objectives. Evaluating in terms of costs and benefits
is difficult. Though planning has definite costs, its benefits are more intan- gible and very difficult to measure.

3. Discuss the important provision of health, safety and welfare under the faction Act,
1948.
Factories Act 1948
The factories have to provide the following facilities & services to its workers under factories Act, 1948
1. Separate washing facilities for its male & female workers & they should have sufficient number of latrines &
urinals in clean & maintained conditions in the dock area & office premises.
2. For every 150 workers, the factory owner has to provide one the first aid box or cupboard as a safety measure.
3. If there are more than 250 workers, canteens have to be provided for the workers.
4. If there are over 150 workers employed, then shelters, rest-rooms & lunch rooms are mandatory.
5. If the factory has 30 or more female workers, then crèche facility has to be provided for their small kids.
6. If a factory employs 500 or more workers, then a welfare officer has to be appointed.
7. Apart from this, the facilities for storing & drying clothes for workers has to be provided
8. Facilities for the workers have to be provided for occasional rest for workers who work in a standing position
for long hours.
The following are the statutory welfare facilities under the factories Act, 1948.

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1) Washing Facilities: The management has to provide washing facilities for the workers. Separate facility must
be provided for the male and female workers. Such facilities must be situated in the easily accessible places.
2) Facilities for storing and drying of clothes: Under the Factories Act, Section - 416, the occupier of the
factory must provide facility for storing of cloths not worn during working hours. Facilities for drying cloth are
also to be provided.
3) Facilities for sitting: Section 44 of the Factories Act Stipulates that where the workers have a chance for
sitting while doing, they must be provided sitting facilities. For the workers whose work requires to stand, sitting
facilities must be provided to the workers to sit during the intervals.
4) First Aid Appliances: Section -45 of the factories Act stipulates that in every factory first
aid boxes must be provided for the workers. The first aid box must consist of prescribed
contents. These boxes shall be under the in charge of a trained person in first aid. Ambulance
Room with qualified medical personnel must be provided if there are 500 or more workers.
5) Canteen (Section - 46): The occupier of the factory has to provide canteen, where in more than 250 workers
are employed. The State Government may make rules regarding canteen constructions, constitution of canteen
committee and the items of expenditure in running of the canteen.
6) Shelters, Rest Rooms and Lunch Rooms (Section - 47): In every factory where 150 workers are employed
adequate and suitable rest shelters or rest rooms and lunch rooms with provision of drinking water shall be
provided. They shall be sufficiently lighted and ventilated and be maintained in clean condition.
7) Creche (Section - 48): In every factory where in 160 women workers are employed they shall be provided
and maintained creche for use of children under the age of 6 years of such women. The creche shall be
adequately lighted and ventilated and maintained in a clean and sanitary condition and shall be under the charge
of women trained in child care.
8) Welfare Officer: (Section - 49): In every factory where in 500 or more workers are employed
the management shall appoint a welfare officer. The State government makes rules regarding qualifications,
duties and employment conditions of the welfare officer.

4. Explain the dispute settlement authority under Industrial Disputes Act, 1947.
According to the Industrial Dispute Act, 1947. Section 2 (K) “Industrial Disputes mean any dispute or difference
between employers and employers or between employers and workmen or between workmen and workmen,
which is connected with the employment or non - employment or terms of employment or with the conditions of
labour of any person”.
Industrial disputes can be classified into four major types, known as interest disputes, grievance disputes, unfair
labour practices disputes and recognition disputes. Interest disputes are also called disputes of interest or
economic disputes.
Machinery For Settlement Of Industrial Disputes:
The Industrial Disputes Act, 1947 provides an elaborate and efficient machinery for the peaceful and amicable
settlement of the industrial disputes. They include:
1. Works Committees (Sec 8)
2. Conciliation Officers (Sec 4)
3. Board of Conciliation (Sec5)
4. Courts of Enquiry (Sec6)
5. Labour Courts (Sec 7)
6. Tribunals (Sec 7A)
7. National Tribunals (Sec 7B)
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1. Works Committee
In case of an industrial establishment in which on hundred or more workmen are employed or have been
employed on any day in the preceding twelve months, the appropriate Government may be general or special
order require the employer to constitute in the prescribed manner, a works committee consisting o f
representatives of employers and workmen engaged in the establishment, so however that the number of
representatives of workmen or the committee shall not be less than the number of representatives of the
employers. The representatives of the workmen engaged in the establishment and in the consultation with their
trade union, if and registered under the Indian Trade Union Act, 1926.
2. Conciliation Officers (Sec 4)
The appropriate Government may appoint such number of persons as it thinks fit, to be conciliation
officers, by notification in the Official Gazette.
A conciliation officer may be appointed for a specified industries in a specified area or for one or more specified
industries and either permanently or for a limited period.
3. Board Of Conciliation (Sec.5)
The appropriate Government may as the occasion arises by notification in the Official Gazette constitute
a Board of conciliation for promoting the settlement of an industrial dispute. A Board shall consist of Chairman
and two or four other members, as the appropriate Government thinks fit.
The Chairman is an independent person and other members are representatives o f the parties to the dispute in
equal numbers.
4. Duties of Board of Conciliation (Sec 18):
Where the dispute has been referred to a Board under this Act, it shall he the duty of the Board to
endeavour to bring about at settlement of her same and for this purpose the Board shall, in such manner as it
thinks fit and without delay, investigate the dispute and all matters affecting the merits and the right settlement
thereof and may do all such things as it thinks fit for the purpose of inducing the parties to come to a fair and
amicable settlement of the dispute [Sec. 18(1)]
5. Labour Courts (Sec.7)
The appropriate Government may, by notification in the Official Gazette constitute one or more Labour
Courts for the adjudication o f industrial disputes relating to any matter specified in the second schedule and for
performing such other fiinctions as may be assigned to them under this Act. A Labour Court shall consist of one
person only to be appointed by
the appropriate Government.

6. Tribunals (SEC. 7A)

the appropriate Government may be notification in the Official Gazette, constitute on or more tribunals
for the adjudication of industrial disputes relating to any matter, whether specified in the Second schedule or the
Third schedule. A Tribunal shall consist of one person only to be appointed by the appropriate Government. It
shall discharge judicial functions, though it is not a court.
7. National Tribunals [Sec. 7 (B)]
The Central Government may by notification in the Official Gazette, constitute one or
more National Tribunals for the adjudication of industrial disputes which in the opinion of the
Central Government, involve questions o f national importance or are o f such a nature that
industrial establishments situated in more than one state are likely to be interested in, or

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affected by such disputes. A national tribunal shall consist of one person only to be appointed
by the Central Government. The duties of a National Tribunal are the same as those of as
Labour Court or an Industrial Tribunal. [Sec.7B (2)]
A Person shall not be qualified for appointment as the presiding officer of a National
Tribunal unless he is or has been a judge of a High Court. [Sec. 7B (8)] The Central
Government may, if it thinks fit, appoint 2 persons as assessors to advise the National
Tribunal in the proceeding before it [Sec.7B(4)].

5. Discuss the wage payment according to the payment of wage Act, 1936.
Payment of Wages Act, 1936
The Payment of Wages Act, 1936 was enacted with a view to ensuring that wages payable to workers covered by
the Act were disbursed by the employers regularly within the prescribed time limit, and that no unauthorised
deductions were made from wages and also no arbitrary fines being imposed upon workers. The Act came into
force on 28th March, 1937. The Act has been amended several times. The major amending Acts have been
enacted in the year 1957, 1964, 1976, 1977, 1982 and 2005.
According to Section 1(4), the Act applies to the payment of wages to persons:
(i)employed in a ‘ factory''(defined under the next heading),
(ii)employed (otherwise than in a factory) upon any railway by a railway administration either directly or
through a sub-contractor, and
(iii)employed in an‘ industrial or other establishment' specified in sub-clauses (a) to (g) of Clause (ii) of
Section 2 (discussed under the next heading).
However, the appropriate Government may, by giving three months notice extend the provisions of this Act or
any of them to any establishment specified under sub-clause (h) of clause (ii) of Section 2 (discussed under the
next heading). [Sec. 1(5)] Eligibility [Sec. 1(6)]
The Payment of Wages Act, 1936 applies to every worker, (including those employed through a contractor), who
is in receipt of wages up to ₹6,500 per month. [The wage ceiling has been increased from ₹1,600 p.m. to ₹6,500
p.m. bythe Payment of Wages (Amendment)Act, 2005, with effect from 9th November, 2005].
Important Definitions
1. Appropriate Government [Sec. 2(i)]. ‘ Appropriate Government' means, in relation to railways, air transport
services, mines and oilfields, the Central Government and, in relation to all other cases, the State Government.
2. Employed Person [Sec. 2(ia)]. ‘‘Employed person'' includes the legal representative of deceased employed
person.
3. Employer [Sec. 2(i b)]. ‘Employer' includes the legal representative of a deceased employer.
4. Factory [Sec. 2(i c)]. The term ‘factory' has the same meaning as defined in the Factories Act, 1948.
According to Section 2(m) of the Factories Act, the term ‘ factory' means any premises including the precincts
there of:
(a) Whereon 10 or more persons are employed or were employed on any day of the preceding 12 months,
and in any part of which a manufacturing process is being carried on with the aid of power, or
(b) Whereon 20 or more persons are employed or were employed on any day of the preceding 12 months,
and in any part of which a manufacturing process is being carried on without the aid of power.

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However, the term ‘‘factory' does not include :

(i)a mine subject to the operation of Mines Act, 1952, or
(ii)a mobile unit belonging to the armed forces of the Union, or
(iii)railway running shed, or
(iv)a hotel, restaurant or eating place.
5. Industrial or Other Establishment. According to Section 2(ii), ‘ industrial or other establishment' means any:
(a) Tramway service, or motor transport service engaged in carrying passengers or goods or both by road
for hire or reward.
(aa) Air transport service other than such service belonging to, or exclusively employed in the
military, naval or air forces of the Union or the Civil Aviation Department of the Government of India.
(b) Dock, wharf or jetty.
(c) Inland vessel, mechanically propelled.
(d) Mine, quarry or oilfield.
(e) Plantation.
(f) Workshops or other establishments, in which articles are produced, adapted or manufactured, with a
view to their use, transport or sale.
(g) Establishments in which any work relating to construction, development or maintenance of buildings,
roads, bridges or canals; or relating to operations connected with navigation, irrigation or the supply of
water; or relating to generation, transmission and distribution of electricity or any other form of power is
being carried on.
(h) Any other establishment or class of establishment which the Central Government or State
Government may specify, by notification in the Official Gazette.
6. Wages. According to Section 2 (vi), ‘ wages' means all remuneration (whether by way of salary, allowances,
or otherwise) expressed in terms of money or capable of being so expressed which would, if the terms of
employment, express or implied, were fulfilled, be payable to a person employed in respect of his employment or
of work done in such employment

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