A study on employer-employee relationship PRICOL – coimbatore

8/12/2019 A study on employer-employee relationship PRICOL coimbatore

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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 HD! "IC#$ for gi%ing me an opportunity to undertake this pro&ect and for

his consistent guidance.

I 'ould also like to thank Mrs. ANITHA, M.S.W.,#fficer( HD! "IC#$! 'ho

helped me 'ithout any hesitation through out the pro&ect period.

I am %ery much inde)ted to Mrs. POONGODI,M.B.A.,$ecturer! Department of

Management studies! Kongu Arts and Science College! for her in%alua)le help and

guidance.

My o%er riding de)t continues to )e 'ith RAJAGOPALAN and RIAZ, 'ho

pro%ided me the time! support and inspiration to do this pro&ect effecti%ely and

efficiently.


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CONTENTS

Chapter

No.Particulars

Page

No.

LIST OF TABLES

LIST OF CHARTS

1 INTRODUCTION *

2 OBJECTIVES OF THE STUDY +

Company profile ,

Synopsis -

eed for Industrial elations /

METHODOLOGY *0

esearch Design *0

1uestionnaire Design *0

Data collection Method *0

Sample Design *0

$imitations of the Study **

! ANALYSIS AND INTERPRETATIONS *+

" FINDINGS 20

SUGGESTIONS 23

# CONCLUSION 2,

APPENDI$ 24

BIBLIOGRAPHY -4


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LIST OF TABLE

Table

No.Particulars

Page

No.

* 5o) satisfaction *+

+#pinion regarding the facilities pro%ided and non 6 statutory

'elfare measures*,

3 Information pertaining to factory and &o) *2

, 7p'ard communication *8

4 "articipation of superior and top management to settle grie%ance +0

2 9mployees satisfaction regarding grie%ance settlement ++

- A'areness of the rules regarding discipline +,

8 Application of the disciplinary rules +2

/ 9mployees opinion regarding the punishment for %iolation of rules +8

*0 9mployees opinion a)out the opportunities to upgrade skills in

training programs

30

** 9mployees opinion a)out the identification of the training needs 3+

*+ 9mployees opinion a)out the trainers communication 3,

*3 9mployees opinion a)out the arrangements made for training 32

*, 9ffecti%eness of &o) performance through training programs 38

*4 "articipation of the employees in training programs ,0

*2 Attitude change in employees after attending the training programs ,+

*- Assessment of training needs ,,

*8 elationship 'ith colleagues ,2

*/ Appreciation from superiors ,8


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LIST OF CHARTS

Fig.

No.Particulars

Page

No.

* 5o) satisfaction *3

+#pinion regarding the facilities pro%ided and non 6 statutory

'elfare measures*4

3 Information pertaining to factory and &o) *-

, 7p'ard communication */

4 "articipation of superior and top management to settle grie%ance +*

2 9mployees satisfaction regarding grie%ance settlement +3

- A'areness of the rules regarding discipline +4

8 Application of the disciplinary rules +-

/ 9mployees opinion regarding the punishment for %iolation of rules +/

*0 9mployees opinion a)out the opportunities to upgrade skills in

training programs

3*

** 9mployees opinion a)out the identification of the training needs 33

*+ 9mployees opinion a)out the trainers communication 34

*3 9mployees opinion a)out the arrangements made for training 3-

*, 9ffecti%eness of &o) performance through training programs 3/

*4 "articipation of the employees in training programs ,*

*2 Attitude change in employees after attending the training programs ,3

*- Assessment of training needs ,4

*8 elationship 'ith colleagues ,-

*/ Appreciation from superiors ,/


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+0 "articipation of superiors in self de%elopment of the employees 4*

+* 5o) security 43


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INTRODUCTION TO THE PROJECT

9mployer( 9mployee relationship constitute one of the most delicate and

complies pro)lems of the modern industrial society 'hich is characteri=ed )y rapid

changes. Industrial elation is used to express the nature of relationship )et'een the

employer and employee in an industrial organi=ation.


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As a matter of fact! Industrial elation form an indispensa)le part of the HM!

'hich is the )asic need! an important function and an area of great concern for

management of today! particularly in India. It therefore deser%es a proper attention.


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OBJECTIVES OF THE STUDY


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PROFILE OF THE COMPANY

esides

continues research and de%elopment 'ork and multidisciplinary engineering >ase ha%e


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strengthened its capa)ility to cater to the changing needs of the endusers 'ith in a

reasona)le time.


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Adopt sound practices and adopt them to suit their needs.

Continuously impro%e their le%els of ;uality and producti%ity through

technology up gradation and human resource.

Act as a reasona)le corporate citi=en.

9nhance ;uality of life of their immediate and surrounding en%ironment.

"ricol pro%ide %alue and satisfaction to customers on products and ser%ice!

'hich 'ill meet internationally recognised standards.


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IMPORTANCE OF STUDY

Conflict is an integral part of modern industry due to the di%ersity of thoughts of

the mem)ers of the organisation. 9sta)lishing and maintaining a state of order at the

'ork place is a crucial aspect of the management. o industrial enterprise can )e

managed in a state of chaos and confusion. So 'hen discussing a)out managing of

employer 6 employee relations consideration should )e emphasised on the 'ays and

means of esta)lishing a 'orking order.


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NEED FOR INDUSTRIAL RELATION


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RESEARCH METHODOLOGY

R%s%&r'( D%s)*+


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LIMITATIONS

*. ?hile for certain dimensions! one need to use separate scales! no attempt!

ho'e%er! has )een made in the present study in this regard. Some of the

dimensions to the &o) satisfaction are measured using the response o)tained for

only one ;uestion.


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ANALYSIS AND INTERPRETATIONS

After the data ha%e )een collected! they are ta)ulated properly. Data analysis has

)een carried out to kno' the employees attitude. "ercentage analysis is used.

TABLE 5 1

J-6 S&)s0&')-+

S&3% S)4% "7

S. No Nature of responseNo. of

Respondents%

* Highly satisfied il il

+ Satisfied 34 -0

3 ormal *+ +,

, Dissatisfied 3 2

4 Highly dissatisfied il il

I+%r3r%&)-+

Brom the a)o%e ta)le! the researcher has the follo'ing inference F

-0G of the respondents are satisfied 'ith their &o).

+,G of the respondents are normally satisfied 'ith their &o).

2G of the respondents are dissatisfied 'ith their &o).


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JOB SATISFACTION

70%

24%

6%

Satisfied

Normal

Dissatisfied


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TABLE 8 2

O3)+)-+ R%*&r9)+* (% F&')))%s Pr-:)9%9 &+9 N-+8 S&/-r; W%0&r% M%&s/r%s

S&3% s)4% "7


Respondents%

* Highly satisfied il il

+ Satisfied ,3 82

3 ormal - *,

, Dissatisfied il il

4 Highly dissatisfied il il

I+%r3r%&)-+

Brom the a)o%e ta)le! the researcher has the follo'ing inference F

82G of the respondents are satisfied 'ith the facilities pro%ided in the

company.

*,G of the respondents are normally satisfied 'ith the facilities

pro%ided in the company.


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OPINION REGARDING THE FACILITIES PROVIDED AND NON8

STATUTORY WELFARE MEASURES

86%

14%

Satisfied

Normal


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TABLE 5

COMMUNICATION

I+0-r&)-+ P%r&)+)+* - F&'-r; &+9 J-6

S&3% s)4% "7


Respondents%

* ?ell informed 30 20

+ Sometimes informed *8 32

3 ot informed + ,

I+%r3r%&)-+


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INFORMATION PERTAINING TO FACTORY AND JOB

0

10

20

30

40

50

60

Nature of response

Well informed

Sometimes informed

Not informed


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TABLE 5 !

U3


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UPWARD COMMUNICATION

48%

52%

Well

Only at Times


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TABLE 5 "

GRIEVANCE SETTLING

P&r)')3&)-+ -0 S/3%r)-r &+9 -3 M&+&*%%+ - S%% Gr)%:&+'%

S&3% s)4% "7


Respondents%

* Al'ays ,8 /2

+ Sometimes + ,

3 ot at all il il

I+%r3r%&)-+

#ne can elicit the follo'ing from the ta)le F

/2G of the respondents feel that their superiors and top management

al'ays participate to settle grie%ance.

,G of the respondents feel that their superiors and top management

sometimes participate to settle grie%ance.


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PARTICIPATION OF SUPERIOR AND TOP MANAGEMENT TO SETTLE

GRIEVANCE

0

10

20

30

40

50

60

70

80

90

100

Nature of response

AlwaysSometimes

Not at all


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EMPLOYEES SATISFACTION REGARDING GRIEVANCE SETTLEMENT

46%

4%

20%

Often

Sometimes

!are


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TABLE 5 =

DISCIPLINE

A


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AWARENESS OF THE RULES REGARDING DISCIPLINE

82%

18%

"ery well

Sometimes


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TABLE 5 >

A33)'&)-+ -0 (% D)s')3)+&r; R/%s

S&3% s)4% "7


Respondents%

* Applied on all occasions 40 *00

+ Applied at times il il

3 ot applied at all il il

I+%r3r%&)-+

Brom the a)o%e ta)le one can infer the follo'ing information F

All the respondents feel that the disciplinary rules are applied on all

occasions.


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TABLE 5 ?

E3-;%%s O3)+)-+ R%*&r9)+* (% P/+)s(%+ 0-r V)-&)-+ -0 R/%s

S&3% s)4% "7


Respondents%

* Suita)ly punished 40 *00

+ #ccasionally punished il il

3 Ignored il il

I+%r3r%&)-+


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EMPLOYEES OPINION REGARDING THE PUNISHMENT FOR VIOLATION

OF RULES

Sita&ly 'nis(ed


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TABLE 5 17

E3-;%%s O3)+)-+ &6-/ (% O33-r/+))%s - U3*r&9% S@)s )+ Tr&)+)+*

Pr-*r&s

S&3% s)4% "7


Respondents%

* Strongly agree +0 ,0

+ Agree 8 *2

3 7ndecided *+ +,

, Disagree 8 *2

4 Strongly disagree + ,

I+%r3r%&)-+

Brom the a)o%e ta)le one can infer the follo'ing F

,0G of the respondents strongly agree that they ha%e got lot of

opportunities to upgrade skills in training programs.

*2G of the respondents agree that they ha%e got opportunities to

upgrade skills in training programs.

+,G of the respondents ha%e no idea.

*2G of the respondents feel the opportunities to upgrade skills intraining programs.

,G of the respondents strongly disagree the %ie'.


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EMPLOYEES OPINION ABOUT THE OPPORTUNITIES TO UPGRADE

SKILLS IN TRAINING PROGRAMS

40%

16%

24%

16%

4%

Stron)ly A)ree

A)ree

*nde$ided

Dia+a)ree

Stron)ly Disa)ree


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TABLE 5 11

E3-;%%s O3)+)-+ &6-/ (% I9%+)0)'&)-+ -0 (% Tr&)+)+* N%%9s

S&3% s)4% "7


Respondents%

* Strongly agree 30 20

+ Agree *+ +,

3 7ndecided 8 *2

, Disagree il il

4 Strongly disagree il il

I+%r3r%&)-+


20G of the respondents strongly agree that they training needs

identified )y their superiors are proper and appropriate.

+,G of the respondents agree that they training needs identified )y

their superiors are proper and appropriate.

*2G of the respondents ha%e no idea.


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EMPLOYEES OPINION ABOUT THE IDENTIFICATION OF THE TRAINING

NEEDS

60%24%

16%

Stron)ly a)ree

A)ree

*nde$ided


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EMPLOYEES OPINION ABOUT THE TRAINERS COMMUNICATION

72%

28%

Stron)ly a)ree

A)ree


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TABLE 5 1

E3-;%%s O3)+)-+ &6-/ (% Arr&+*%%+s M&9% 0-r Tr&)+)+*

S&3% s)4% "7


Respondents%

* 9xcellent / *8

+ @ood ,* 8+

3 7ndecided il il

, "oor il il

4 ery poor il il

I+%r3r%&)-+


*8G of the respondents feel that the excellent arrangements are made

for training programs.

8+G of the respondents feel that the arrangements made for training is

good.


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EMPLOYEES OPINION ABOUT THE ARRANGEMENTS MADE FOR

TRAINING

18%

82%

,-$ellent

.ood


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TABLE 5 1!

E00%'):%+%ss -0 -6 P%r0-r&+'% (r-/*( Tr&)+)+* Pr-*r&s

S&3% s)4% "7


Respondents%

* Strongly agree 4 *0

+ Agree 3+ 2,

3 7ndecided *3 +2

, Disagree il il


I+%r3r%&)-+


*0G of the respondents strongly agree that the training programs

increase the effecti%eness of &o) performance.

2,G of the respondents agree that the training programs increase the

&o) performance.

+2G of the respondents ha%e no idea.


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EFFECTIVENESS OF JOB PERFORMANCE THROUGH TRAINING

PROGRAMS

10%

64%

26%

Stron)ly a)ree

A)ree

*nde$ided


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TABLE 5 1"

P&r)')3&)-+ -0 (% E3-;%%s )+ Tr&)+)+* Pr-*r&s

S&3% s)4% "7


Respondents%

* ery much participate / *8

+ "articipate ,* 8+

3 7ndecided il il

, ot participate il il

4 ery much ignoring il il

I+%r3r%&)-+


*8G of the respondents feel that the employees %ery much participate

in the training programs.

8+G of the respondents feel that the employees participate in the

training programs.


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TABLE 5 1#

A)/9% C(&+*% )+ E3-;%%s &0%r A%+9)+* (% Tr&)+)+* Pr-*r&s

S&3% s)4% "7


Respondents%

* Strongly agree / *8

+ Agree 3+ 2,

3 7ndecided / *8

, Disagree il il


I+%r3r%&)-+


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ATTITUDE CHANGE IN EMPLOYEES AFTER ATTENDING THE TRAINING

PROGRAMS

18%

64%

18%

Stron)ly a)ree

A)ree

*nde$ided


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TABLE 5 1=

Ass%ss%+ -0 Tr&)+)+* N%%9s

S&3% s)4% "7


Respondents%

* Self assessment + ,

+ >y superior ,8 /2

3 "erformance appraisal il il

, #thers specify il il

I+%r3r%&)-+


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ASSESSMENT OF TRAINING NEEDS

4%

/6%

Self assessment

y s#erior


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TABLE 5 1>

R%&)-+s()3


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RELATIONSHIP WITH COLLEAGUES

84%

16%

ordial

Normal


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TABLE 5 1?

A33r%')&)-+ 0r- S/3%r)-rs

S&3% s)4% "7


Respondents%

* Ade;uate appreciation *8 32

+ $ess appreciation 3+ 2,

3 o appreciation il il

I+%r3r%&)-+


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APPRECIATION FROM SUPERIORS

6%

64%

Adeate A##re$iation

3ess A##re$iation


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TABLE 5 27

P&r)')3&)-+ -0 S/3%r)-rs )+ s%0 D%:%-3%+ -0 (% E3-;%%s

S&3% s)4% "7


Respondents%

* ery helpful ,, 88

+ ot helpful 2 *+

3 Discouraging il il

I+%r3r%&)-+

Borm the a)o%e ta)le one can infer the follo'ing F

88G of the respondents feel that their superiors are %ery helpful in

their self de%elopment.

*+G of the respondents feel that their superiors are not helpful in their

self(de%elopment.


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PARTICIPATION OF SUPERIORS IN SELF DEVELOPMENT OF THE

EMPLOYEES

88%

12%

"ery (el#fl

Not (el#fl


57/80

TABLE 5 21

J-6 S%'/r);

S&3% s)4% "7


Respondents%

*


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JOB SECURITY

8%

46%

46% Totally se$red

'artially se$red

nse$re


59/80

TABLE 5 22

S/**%s)-+ S;s% &+9 D%3&r%+& S%')-+ M%%)+*s )+ Pr)'-

S&3% s)4% "7


Respondents%

* Yes 40 *00

+ o il il

I+%r3r%&)-+

All the respondents ans'ered that the suggestions system and

departmental : section meetings are present in pricol.


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TABLE 5 2

O3%+ 5 D--r P-)';

S&3% s)4% "7


Respondents%

* Yes ,8 /2

+ o + ,

I+%r3r%&)-+

/2G of the respondents feel that the open(door policy is present in

pricol.

,G of the respondents oppose this %ie'.


61/80

TABLE 5 2!

E+/)r; 6; &+ I3&r)& P%rs-+

S&3% s)4% "7


Respondents%

* Yes 40 *00

+ o il il

I+%r3r%&)-+

All the respondents ans'ered that the en;uiry is made )y their

immediate superior.


62/80

TABLE 5 2"

Pr%))+&r; I+:%s)*&)-+ &+9 Iss/% -0 C(&r*% S(%%

S&3% s)4% "7


Respondents%

* Yes ** ++

+ o 3/ -8

I+%r3r%&)-+

-8G of the respondents are not a'are of the issue of charge sheet.

++G of the respondents are a'are of the preliminary in%estigation and

issue of charge sheet.


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64/80


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FINDINGS

82G of the respondents are satisfied 'ith the non(statutory 'elfare

measures and the facilities pro%ided in the company.

J-6 S%'/r);

,2G of the respondents feel that they are partially secured in their &o)

,2G of the respondents feel that they are insecure in their &o).

C-/+)'&)-+

20G of the respondents find less face to face communication is a )arrier

for communication )ecause of their nature of 'ork.

83G of the respondents feel that the suggestion system and the present

communication system is comforta)le for them.

Gr)%:&+'% S%)+*

/2G of the respondents ans'ered that all their grie%ances are settled )y

their immediate superior and )y the H department.

Ar)itration is not a%aila)le in the company and open(door policy is

present in pricol.


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A meeting called @ood 'ill meeting helps the employees to suggest

their %ie's and incon%enience to the management.

D)s')3)+%

All the respondent are a'are of the rules regarding discipline and charged

employees gi%en an opportunity to present his 'itnesses as 'ell as the

employees ha%e the right to cross examine management e%idence.

/*G of the respondents from staff le%el are not a'are of the charge sheet.

E00%'):%+%ss -0 Tr&)+)+* Pr-*r&s

42G of the employees ans'ered that they ha%e got lot of opportunities to

upgrade their skills in training programs.


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All the respondents from the sample attended orientation : training

programs in the company.

R%&)-+s()3 D%:%-3%+

8,G of the respondents ans'ered that they ha%e cordial relationship 'ith

their colleagues.

88G of the respondents feel that their superiors help in their self(

de%elopment.

2,G of the respondents feel that they are getting less appreciation.


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SUGGESTIONS

5o) satisfaction and dissatisfaction of the employees can )e e%aluated periodically

for e%ol%ing dynamic and pragmatic polices for organi=ational gro'th and

de%elopment.

In addition to the formal re'ard system! non(monetary re'ards and appreciation

for )etter performance should )e introduced.

Most of the employees feel that they are insecure in their &o).


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CONCLUSION


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UESTIONNAIRE

A STUDY ON EMPLOYER8EMPLOYEE RELATIONSHIP

PRICOL 5 COIMBATORE

"lease Ans'er all the ;uestion and pro%ide us the real feed )ack Information

collected 'ill )e confidential and 'ill )e used for academic purpose

PERSONAL DATA

*. ame F

+. Age

a. +* 6 +4 ). +2 6 30 c. 3* 6 34

d. A)o%e 34

3. Sex

a. Male ). Bemale

,. Years of experience

a. >elo' 4 ). 4 6 *0 c. ** 6 *4

d. A)o%e *4

4. 9ducational ;ualification ((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((

2. Category F Staff : #perator

-. Designation : @rade ((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((

8. Salary LI S F


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/. Are you satisfied 'ith present &o)N

a. Highly satisfied ). Satisfied c. ormal

d. Dissatisfied e. Highly dissatisfied

*0. ?hat is your opinion regarding the facilities pro%ided in your companyN



**. Are you satisfied 'ith the non 6 statutory 'elfare measuresN



COMMUNICATION 5 I

*. Ho' are you informed of 'hat goes on in the factory pertaining to your interest and

&o)N

a. ?ell informed ). Sometimes informed

c. ot informed

+. Ho' are your %ie's communicated up'ardsN

a. ?ell ). #nly at times c. ot at all

3. Does the superior communicate e%ery thing a)out your 'ork to you on timeN

a. Yes ). o


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,. Is the present communication system : pattern comforta)le for youN

a. Yes ). o

4. Is the suggestion system : pattern comforta)le for you N

a. Yes ). o

2. Is departmental section meetings often held in pricolN

a. Yes ). o

-. ?hat are the )arriers do you find to effecti%e communication in your or ganisationN

$ess face to face communication Yes o

Semantic Llanguage )arriers Yes o

$ack of trust Yes o

Inter personal )arrier Yes o

If any other Lspecify

GRIEVANCE SETTLING 5 II

*. Are you permitted to meet your superior and top management to settle grie%ance step

)y stepN

a. Al'ays ). Sometimes c. ot at all

+. Ho' patient your superior in listening to your pro)lemsN

a. ery patient ). Some'hat c. Dead card

3. Ha%e you got occasion to settle your grie%ance )y passing your immediate super%isorN


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a. o occasion ). Sometimes c. Al'ays

,. Is ar)itration a%aila)le in your companyN

a. Yes ). o

4. Is open door policy and opinion sur%ey present in pricolN

a. Yes ). o

2. Does the grie%ance procedure really help the employee to release the pentup emotionsN

a. Yes ). o

-. Is the incident closed 'ith a sense of satisfaction on the part of e%eryone immediatelyin%ol%ed in the original complaintN

a. #ften ). Sometimes c. are

d. e%er

DISCIPLINE 5 III

*. Ho' 'ell do you kno' the rules regarding disciplineN

a. ery 'ell ). Sometimes c. ot at all


75/80

+. Ho' 'ell do you think the disciplinary rules are applied in your companyN

a. Applied on all occasions). Applied at times

c. ot applied at all

3. Is charged 'orkers gi%en an opportunity to present his 'itnessesN

a. Yes ). o

,. Do the 'orkers ha%e the right to cross examine management e%idence N

a. Yes ). o

4. Is the e%idence of management taken on presence of charged 'orkerN

a. Yes ). o

2. Does preliminary in%estigation and issue of charge sheets is part of the disciplineprocedureN

a. Yes ). o

-. Ho' does your company punish those 'ho hurt : %iolate rules of disciplineN

a. Suita)ly punished ). #ccasionally punished

c. Ignored


76/80

INDUSTRIAL RELATIONSHIP DEVELOPMENT 5 IV

*. Ho' is the mutual understanding )et'een your %ie's and company rulesN

a. @ood understanding ). Bare understanding

c. o understanding

+. Ho' is the relationship 'ith your colleaguesN

a. Cordial ). ormal c. Strained

3. ?hat is the extend of co(operation you get from your colleaguesN

a. Desired extend ). Ad&usta)le c. o co(operation

,. ?hat is the rate of appreciation you get from your superiors for any good 'ork

preformedN

a. Ade;uate appreciation ). $ess appreciation

c. o appreciation

4. ?hen you approach your superiorsN

a.


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a. %ery helpful ). ot helpful c. Discouraging

8. Ho' do you feel your in%ol%ement in your company acti%ities and decision 6 makingN

a. Complete in%ol%ement ). $ittle in%ol%ement

c. o in%ol%ement

/. Do you feel secure in your &o)N

a.


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79/80

a. 9xcellent ). @ood c. 7ndecided

d. poor e. ery poor

/.


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If yes! does the training programme directly useful to your &o)N

a. Yes ). o

EMPLOYEE PARTICIPATION

*. ?ould you feel that there should )e a scheme for 'orkers participation in

managementN

a. Yes ). o

+. Do you ha%e any such scheme in your organi=ationN

a. Yes ). o

3. Do you think the present forms of participation 'ould help employee to de%elop his

personalityN

a. Yes ). o

Documents

A study on employer-employee relationship PRICOL – coimbatore