Under Taken At

8/7/2019 Under Taken At

1/55

1

Under taken at

CAMPHOR & ALLIED PRODUCTS LTD.C.B.GUNJ, BAREILLY (U.P.)

Submitted in:

Partial fulfillment of the requirement for degree of M.B.A.

2008-2010

Submitted to Submitted by-

Mr.Sajjan Chaudhari

MBA3rd sem.

Bareilly


2/55

2

PREFACE

Human Beings are Resource to an Organization like any other material. They represent aninvestment whose Development and utilization require Managing (i.e. Planning, Organizing

Leadership, Evaluation and Training). It has been truly said, People are most important assets

of any organization, they are the soul and foundation stone for the organization

In every organization, Human resources are a Pivotal variable without which the

inanimate assets are worthless. Like cash put into a saving account, Human

resource can appreciate in value. Therefore, human resources need to be

understood in their proper perspective and utilized effectively to achieve the goal

of an organization. Thats why it is said that amongst the four Ms, Man is

considered to be the most vital, essential, sensitive and active factor of

production that also activates other factors of production. It is enough for an

organization to make the selection of right man for the appropriate job but it is

necessary to acquaint them with the real situations of work and effective

methods of operating Machines and Equipments. In this way we can say that

there is growing need for the kind of education that will properly equip workers

to meet their increasingly vast economic and social responsibilities. It is not the

infrastructure and the machines that make an organization big and successful but

it is the well recruited workers who by their sheer knowledge and expertise make


3/55

3

a full and optimum utilization of the modern Machines and tools. Thus proper

Trade union contributes to the accomplishment of organizational objectives.

ACKNOWLEDGEMENT


4/55

4

There are many people who graciously gave their time and feedback in preparing

this report. Their feedback has significantly improved this report.

Through this acknowledgement note , I would like to express to my gratitude to

& MR. K. M. MISHRA (Administrative Manager of C.A.P. Ltd. ) who gave me a

opportunity to conduct research project in CAMPHOR & ALLIED PRODUCT

LTD. BAREILLY.

I am also thankful to Mr. SAJJAN CHAUDHRY (Faculty of KCMT, BAREILLY) whose

valuable suggestion proved helpful to me, for preparing this report. During my

training I got all desirable & relevant information from all officers & all staff

members of the C & A Ltd. With out their cooperation, to prepare this report,

was not possible to me.

MR. K. M. MISHRA (Administrative Manager Camphor & allied Product Ltd.) is the

key person, who made me aware about the whole industry.

(KALPANA TYAGI)

ROLL NO. 0814270031


5/55

5

TABLE OF CONTENTS

1.Introduction of the trade union

1.Meaning of trade union-----------------------------------------------

2.Functions & role of trade union-------------------------------------

3.Different type of trade union presently work in India---------

4.Different type of trade union structure followed in India------

2.Objective of the research-----------------------------------------------

3.Research Methodology----------------------------------------------

4.Limitations of the research-----------------------------------

5.Data Analysis & Interpretation-----------------------------

6.Findings----------------------------------------------------------

7.Recommendations----------------------------------------------------

8.Conclusion-------------------------------------------------------------

9.Bibliography----------------------------------------------------------

10.Annexure-------------------------------------------------------------


6/55

6

MEANING OF TRADE UNION :


7/55

7

1. FUNCTIONS AND ROLE OF TRADE UNIONS IN INDIA

2. BASIC FUNCTIONS OF TRADE UNION

3.DIFFERENT TYPES OF TRADE UNIONS PRESENTLY WORKING IN INDIA.

4.TRADE UNIONS WORKING IN BHEL.

5.OBJECTIVES OF AITUC, INTUC, HMS, CITU.

6.DIFFERENT TYPES OF UNION STRUCTURE IN INDIA AND BHEL.

MEANING OF TRADE UNION


8/55

8

ACC. TO G.D.H. COLE, A trade union means, an association of workers in one or

more professions - an association carried mainly for the purpose of protecting and

advancing the members economic interest in connection with their daily work.

FUNCTION S & ROLE OF TRADE UNIONS IN INDIA -

Achieving higher wages & better working & living conditions for the

members.

Acquiring the control of industry by workers.

Minimizing the helplessness of the individual workers by making them

stand collectively & increasing their resistance power through collectivebargaining protecting the members against victimization & injustice of

employers .

Raising the status of the workers as partners of industry & citizen of society

by demanding increasing share for the worker in management &industrial

enterprises.

Providing workers self confidence.

Imbibing sincerity & discipline in workers.

Taking up welfare measures for improving the morale of the workers.To secure for workers fair wages.

To improve working & living conditions.

To enlarge opportunities for promotion & training.

.

(C) BASIC FUNCTIONS OF TRADE UNIONS


9/55

9

Functions of TRADE UNION are divided in to TWO categories:

1. MILITANT OR INTRA- MUTUAL FUNCTIONS

2. FRATERNAL OR EXTRA MORAL FUNCTIONS

MILITANT OR INTRA MUTUAL FUNCTIONS

These functions include protecting the workers interest i.e. hike in wages,

providing more benefits , job security etc , through collective bargaining & direct

action such as strikes , gheraos etc.

FRATERNAL OR EXTRA MORAL FUNCTIONS

These functions include providing financial & non financial assistance to

workers during the periods of strikes & lockouts, attention of medical facilitiesduring sickness & casualties, provision of education, recreational & housing

facilities, provision of social & religious benefits etc.

SOCIAL FUNCTIONS

These functions include carrying out social service activities, charging

social responsibilities through various sections of society like educating the

customers.

POLITICAL FUNCTIONS


10/55

10

These functions include affiliating a union to a political party, helping the political

party in enrolling the members, collecting donations, canvassing during election

period, seeking the help of political party during the strikes & lockouts.

ANCILLARY FUNCTIONS-

(a) COMMUNICATION

Trade unions communicate its activities, programs, decisions, achievements etc

to its members through publication of news letter or magazines.

(b) WELFARE ACTIVIES

Trade unions undertake welfare activities like acquiring of house sites,

construction of houses , establishment of cooperative housing society,

cooperative credit society, organizing training activities etc .

(c) EDUCATION

Trade unions provide educational facilities to its members & their family

members.

(d) RESEARCH

Trade unions arrange to conduct research programs. They systematically collect &

analyze data & information for collecting bargaining. Preparing of notes for

unions officials, for court cases etc. They also arrange to analyze macro data

about economy, industry& different sectors etc .


11/55

11

(D). DIFFERENT TYPES OF TRADE UNIONS PRESENTLY WORKING IN

INDIA

1 ALL INDIA TRADE UNION CONGRESS (AITUC)

The AITUC was formed in 1920 depending upon the necessities of elected

delegates for the INTERNATIONAL LABOUR ORGANIZATION ( ILO ) .

2 INDIAN NATIONAL TRADE UNION CONGRESS (INTUC)

The efforts of INDIAN NATIONAL CONGRESS resulted in the establishment of

INTUC by taking the split in AITUC; INTUC started gaining membership from its

inception itself.

3 HIND MAZDOOR SABHA (HMS)

It was founded in 1948, after separation from AITUC. The INDIAN FEDERATION of

labor merged with the HMS. Radicals formed another union under the name of

UNITED TRADE UNION CONGRESS in 1949.

4 CENTRE OF INDIAN TRADE UNION (CITU)

The CITU believes that the exploitation of the working class can be ended only by

socializing all means of production, distribution & exchange & establishing a

socialist state, i.e. it stands for the complete emancipation of society from all

exploitation.


12/55

12

SOME OTHER TRADE UNIONS ARE AS FOLLOWS-

1 BHARATIYA MAZDOOR SANGH

2 MAZDOOR PANCHAYAT

3 NATIONAL FRONT OF INDIAN TRADE UNIONS

(E) TRADE UNIONS WORKING IN BHEL

Basically in BHEL trade unions are divided according to their two plants. They are

Heavy Electrical Equipment Plant (HEEP)

Central Foundry Forge Plant (CFFP)

Heavy Electrical Equipment Plant (HEEP)

HEEP - BHEL Workers Unions

This union is affiliated to HIND MAZDOOR SABHA ( HMS). It was formed in 1992.

Registration No. is 7881.

(A). BHEL MAZDOOR KALYAN PARISHAD (BMKP)

This union is independent. It was formed in 2005. Registration No. is 9508.

(B)Heavy Electrical Workers Trade Union

This is also an independent union. It was formed in 1983. Registration No. is 2548.

(C). Haridwar Heavy Electrical Mazdoor Union

This union is affiliated to INDIAN NATIONAL TRADE UNION CONGRESS (INTUC).



13/55

13

(D)BHEL Workers Association

This union is affiliated to ALL INDIA TRADE UNION CONGRESS (AITUC).


BHEL Kalnyan Union

This union is affiliated to CENTRE OF INDIAN TRADE UNION (CITU). Registration

No. is 6058.

2.CEEP TRADE UNION IS :

CENTRAL FOUNDARY FORGE PLANT Employee Association.

This is also independent union.

(a) BHEL Workers Union - This union is affiliated to HIND MAZDOOR SABHA.

(F). OBJECTIVE OF AITUC, INTUC, HMS, AND CITU:

1. ALL INDIA TRADE UNION CONGRESS (AITUC)

The objectives of AITUC are

(a) To socialize and nationalize means of production, distribution and exchange.

(b) To watch, promote and further the interest, rights and privileges of the

workers in all matters relating to their employment.

(c) To coordinate the activities of the labor unions affiliated to the AITUC

(d) To abolish political or economic advantage based on caste, creed, community,

race or religion.To secure and maintain for the workers, right to strike.

2. INDIAN NATIONAL TRADE UNION CONGRESS (INTUC)


14/55

14

To make necessary arrangement for the efficient and speedy and satisfactory

conclusion of authorized strikes.

(b).To develops a sense of responsibility towards industry and Community in the

workers.

(c) To raise the workers standard of efficiency and discipline.

(d) To place industry under national ownership and control in a

Suitable form.

(e) To promote social, civic, and political interest of the working class.

HIND MAZDUR SABHA (HMS )

(a) To arrange for adequate housing facilities

(b) To get effective recognition of right of collective bargaining

(c) To cooperate with other organization in the country.

(d) To secure and maintain for workers freedom of association,

Freedom of speech, freedom of press, right to strike

(e) To strive for getting a living wage to all the workers.

4. CENTRE OF INDIAN TRADE UNION (CITU)


15/55

15

The CITU fights against all encroachment on the economic and social rights of

the workers, and enlargement of their rights and liberties including rights to

strike, for winning, defending and extending the freedom of the democratic trade

union movement.

CITU fights for the immediate interest of the working class demands.

(c) CITU fights against the repressive policy of the government towards the

democratic and trade union movement, it fights for replacing the bourgeois-

landlord regime by a democratic regime.

(d) It adheres to the position that no social transformation can be brought about

without class struggle and shall constantly repel attracts to take the working class

along the path of class collaboration.

(G) DIFFERENT TYPES OF TRADE UNION STRUCTURE

IN INDIA :


16/55

16

(a ) Craft Unions

If the workers of same category of job form into union , that union is called Craft

Union . These unions are called as horizontal unions. The basic logic behind the

formation of such unions is that the workers belonging to the same craft do face

similar problems mostly non managerial personnel form such union. Examples

of Craft Unions are Drivers Associations, Signaling Staff Union in Indian Railways.

(b) General Unions

If the workers of any industry, any region and any job form into one union in

order to protect the overall interests of the workers, such unions are called

General Unions.

(c) Industrial Unions

If the workers of different categories form into a union that union is called

Industrial Unions . These unions are also called as VERTICAL UNIONS. The basic

logic behind the formation of these unions is that workers of same rules &regulations & are administrated by same management. The importance of these

unions has been increasing in recent times. EXAMPLE - BHEL.

(d) Federation and Confederation -


17/55

17

Industrial unions , either of same industry or of different industry may form into

an association in order to improve Trade union. Unity such unions of Unions are

called Federations. During critical situations Federations in different industries

may resort to concerted action without losing their individually. In such situations

Federations form into an Association and such association is called Confederation.

EXAMPLE- FEDERATION OF INDIAN RAELWAYS, P&T, BHEL, and Central

government employees may fin confederation.


18/55

18

HOW TRADE UNIONS HELP MANAGEMENT IN CARREER PLANNING OF

THE EMPLOYEES

Trade union help the management in career planning of the employees in the

following ways

1. INTERNAL MOBILITY

2. TRANING3. EDUCATION

4. STRIKES DECISIONS

1. INTERNAL MOBILITY Trade unions help the management in providing internal mobility. It

includes vertical and horizontal movement of an employee within an

organization. It consist of transfer, promotion and demotion

(A) TRANSFERIt is a process of placing employees in the same level jobs where they can be

utilized more effectively in consistence with their potentialities and needs of the

employees and the organization. Trade unions help the management in this way

also. It also deals with

(a) Developing transfer policies and procedures.

(b) Guiding employees and line management on transfers.


19/55

19

(c) Evaluating the execution of transfer policies and procedures.

PROMOTION

It deals with upward reassignment given to an employee in the organization to

occupy higher position which commands better status or pay keeping in view the

human resources of the employees and the job requirements.

(a) This function covers the formulating of equitable, fair and consistent

promotion policies and procedures.

(b) Advising line management and employees on matters relating to promotions

(C) Evaluating the execution of promotion policies and procedures.

Organization considers the candidates form the source for higher level jobs to

meet the trade unions demands as well as to the policy of the organization to

motivate the present employees.

(B) DEMOTIONIt deals with downward reassignment to an employee in the organization

. ( a ) Develop equitable, fair and consistent demotion policies and procedures .

( b ) Advising line managers on the matters relating to demotions .

( c ) Oversee the implementation of demotion policies and procedures .

INTER MOBILITY is one of the internal source or Trade union.


20/55

20

MANAGEMENT PREFERS THE INTERNAL TRADE UNION due to

following reasons:

Loyalty, commitment, a sense of belongingness, and security of the present

employees can be enhanced.

Morale of the employees can be improved.Reduced the cost of Trade union.

Employees psychological needs can be met by providing an opportunity.

Trade unions can be satisfied.

2. TRAINING

Trade unions help the management in providing training to the employees .It can

be defined as Training is an act of increasing the knowledge and skill of an

employee for doing a particular jobIt includes

Trade unions help in identification of training needs of the individuals and the

company.

It also helps and the line management in the conduct of training programs.

It also helps in conducting development programs such as development tours

It also helps employees at the time of Induction.

It also helps the management in imparting the requisite job skills and knowledge

to employees. .

2. EDUCATION-


21/55

21

Management has a partnership with the trade unions in the career planning of

the employees by providing education to the children of the employees.. By

providing this type of facility the management boost up the employee morale and

it also motivate the employee.

4. STRIKES DECISIONS

It is also one of way by which trade union become a partner of the management.

It also affects the production of the company as well as career of the employees. .

5. COLLECTIVE BARGAINING

can be done to draw the conclusion of the strikes. Unions and the management

use this collective bargaining as a tool to come to the final solution of the

problem.

COLLECTIVE BARGAINING ACCORDING TO SYDNEY AND BEATRICE WEBB. It is

a method by which trade unions protected and improved the conditions of their

members working lives

STEP IN COLLECTIVE BARGAINING-

1. NEGOTIATION

2. CONTRACT ADMINISTRATION

1. NEGOTIATION ( a ) Identification of problem

The first step in negotiation is identification of problem i.e. whether the problem

is important that to be discussed immediately., whether the problem is minor or

major. The nature of the problem influences the whole process

. ( b) Preparing for Negotiations


22/55

22

When it becomes necessary to solve the problem through collective bargaining

process, both the parties prepare themselves for negotiations.

(c ) Negotiations of agreement

There will be a chief negotiator who is from the management side. He directs and

presides the process. The chief negotiator presents the problem, its intensity and

nature and the views of both the parties. When a solution is reached it is put on

the paper taking concerned legislation into consideration. Both the parties

concerned sign the agreement which in turn becomes a binding contract for both

the parties

2. CONTRACT ADMINISTRATIONImplementation of the contract is as important as making a contract.

Management usually distributes the printed contract, its terms and conditions

throughout organization. The union takes the steps to see that all the workersunderstand the contract and implement it. From time to time depending upon

changing circumstances, both the parties can make mutually acceptable

amendments.


23/55

23

IMPORTANCE OF COLLECTIVE BARGAINING

It increases economic strengths of unions and the management. It avoids interruption in work which follows strikes. Lay down fair rates of wages. Achieve an efficient operation of the plant. Promote stability and prosperity of industry. It provides a solution to problem of sickness in the industry. Establish uniform conditions of employment with a view to avoiding

industrial disputes and maintain stable peace in industry.


24/55

24


25/55

25

The objective of my research study is to find out:

Role of trade union for the protection of the workers of the organization. Role of Trade unions in secure the workers faire wages & salary. To enlighten the effectiveness of Trade union in Camphor. To the development of the harmonious relationship among the

organization and how it works in a factory.


26/55

26


27/55

27

Definition:-

Research Methodology is a scientific search which is used in organization for

solving the problem.

RESEARCH DESIGN

The research design which is been implemented here is DISCRIPTIVE RESEARCH

DESIGN

SOURCE OF DATA COLLECTION

The data has been collected by two sources i.e. primary source of data collection

and secondary source of data collection.

Primary source of data collection:-

QUESTIONNAIRE (closed ended questions)

Secondary source of data collection:-

The secondary sources of data collection are:-

Through companys website (_ HYPERLINK "http://www.canphor-allied.com"

__www.canphor-allied.com_)

Through companys previous records


28/55

28

SAMPLING TECHNIQUE

The sampling technique which is been used in this report is CONVENIENT

SAMPLING.

SAMPLE SIZE

The sample size which the report contains is of 50 employees.


29/55

29


30/55

30

The study was conducted in Camphor & Allied Product Limited. The data was

collected by employees. The study has following limitation:-

The study was limited in its scope in terms of the geographical expanse.The study was time consuming.Small sample size due to which statistical tools are not being applied.The study was mostly based on secondary data.


31/55

31


32/55

32

Q: 1- Is it your first Company where you are a part of Trade union?

Yes no

0% 100%

_

100% of worker says that it is not a first factory where they are the part of trade

union.

0%

100%

yes

no


33/55

33

Q: 2 Are you satisfied with the president of trade union

Yes No Can't Say

70% 20% 10%

_

70% of workers are satisfied with their president of trade union, 20% of workers

are not satisfied with president and 10% of workers are neutral about their

president.

70%

20%

10%

yes

no

can't say


34/55

34

Q: 3- are you satisfied with the salary paid to you?

YES NO

20% 80%

80% of workers are not satisfied with the salary paid them and 20% of workers

are satisfied with the salary.

20%

80%

yes

no


35/55

35

Q: 4 - do you think the president of your trade union or the company gives job to

people who have some approach?

YES NO

40% 60%

_

40%

60%

yes

no


36/55

36

Q: 5 - How many times in a week does your trade union president talk to you?

ONCE A WEEK TWICW A WEEK MORE THAN 2 TIMES

20% 50% 30%

_

50% of workers said that president of trade union interact with them twice a

week, 30% said that he interact with them more than time and 20% said that once

a week he interact with them.

20%

50%

30%

once

twice

more time


37/55

37

Q: 6 do you think discussion in the company help you to resolve interpersonal

conflicts?

Yes No cant say

60% 10% 30%

60%

10%

30%

yes

no

can't say


38/55

38

60% workers are satisfied with the method of solving the inter personal conflict in

the factory, 10% workers are not satisfied and 30% workers are neutral about

their opinion.

Q: 7 - does the president listen to your problems and other complaints with

interest?

Always attentively sometime dont take interest

60% 30% 10%

never

always

sometimes


39/55

39

56% worker said that the president of trade union always listen their problems,

35% workers said that he listen them sometimes and 35% said that he never

listen their problem carefully.

_


40/55

40

Q:8 - does he offer you solution?

Yes no

60% 40%

60% workers said that president of trade union solve their problem and 40% said

that he does not help them to solve their problems.

60%

40%

yes

no


41/55

41

Q-9 Do you think that trade union is for the benefit of employees?

Yes No

70% 30%

70% workers said that trade union is beneficial for the welfare of them and 30%

said that it is not beneficial for them.

70%

30%

yes

no


42/55

42


43/55

43

The study was conducted at Camphor & Allied Product Limited. The data was

collected from the employees specifically. During the research process I find

following:-

y The workers are satisfied with the president of the C.A.P.y Trade union helps worker for solving their interpersonal problems and

other problem related to the factory.

y Trade union plays a very important role for the welfare of the employees aswell as their safety & social and security aids.

y In CAP there are a mutual understanding between the management andthe trade union of the workers.

y T.U. helps the workers in the matter of their wage & salary as well as forthe bonus & increment.

y TU helps in removing interpersonal conflicts' in the organization.y The Trade union procedure is based on the certain Trade union policy.y The Trade union procedure here for the compensation.


44/55

44


45/55

45

I like to suggest the following points they are as follows:-

y CAP has to check it that the president of the trade union should be themember of their organization instead of outside.

y While taking any important decision regarding any changes in salary &wages, the management has to inform the president of the TU it will help in

controlling the occurrence of grievances.

y The management has to use collective bargaining to remove theinterpersonal conflicts between the management and the employees.

y For maintain the harmonious relationship between the management &workers there must be proper communication between the mgmt & TU.

y In order to retain the employees the organization must conduct themotivational program.

y There should be continuous and effective communication between themanagement and the worker, this will help in reducing occurrence of

grievances in the organization.


46/55

46


47/55

47

Research shows that the Trade union in the C.A.P.Ltd. is fair and based on the

union policy. An organization depends on the harmonious relationship between

employees and the management. For this purpose TU play an important role to

resolves the grievances and interpersonal conflicts. Therefore TU should be well

channelized by suitable members and president.

The success of any organization depends on the employees i.e. human resource.

Thats why maintaining harmonious relationship in any factory the trade union

have its grate importance. Without mutual understanding and discipline between

the worker and management, the factory cant achieve its goal effectively.


48/55

48


49/55

49

(A)BOOKS

HUMAN RESOURCE MANAGEMENT--------C.B.GUPTA

HRM-K.Aswathapa

Personnel Management -C.B.Memoria

(B) REPORTS AND JOURNALS OF CAMPOR ALLIED

(C) INTERNET DATABASE

_ HYPERLINK "http://www.camphor-allied.com" __www.camphor-allied.com_

_ HYPERLINK "http://www.google.com" __www.google.com_


50/55

50


51/55

51

TRADE UNION SURVEY OF THE EMPLOYEE

Name of Employee: --------------------------------------------------------

Age: --------------------------------Gender----------s------------------------

Designation: -----------------------------------------------------------------


52/55

52

Questionnaire


53/55

53

Q: 1- Is it your first Company where you are performing in trade union

1.YES

2.NO

Q: 2 Are you satisfied with the president of trade union

1.YES

2.NO

3.CANTSAY

Q: 3- are you satisfied with the salary paid to you?

1. YES

2.NO

Q: 4 - do you think the president of your trade union or the company gives job to

people who have some approach?

1.YES

2.NO


54/55

54

Q: 5 - How many times in a week does your trade union president talk to you?

1.ONCE A WEEK

2. TWICW A WEEK

3. MORE THAN 2 TIMES

Q: 6 do you think discussion in the in Trade union you to resolve interpersonal

conflicts?

1. YES

2.NO

3.CANTSAY

Q: 7 - does the president listen to your problems and other complaints with

Interest?

1. AWAYSE ATTENTIVLY

2. SOME TIME

3. DONT TAKE INTEREST


55/55

Q: 8 - does he offer you solution?

1.YES

2.NO

Q-9 Do you think that trade union is for the benefit of employees?

1.Yes

2.NO

Documents

Under Taken At