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TABLE OF CONTENTS

Contents
Synopsis

Topic of the study. Rational behind study. Objective of the study. Research methodology. Expected conclusion.

CH !TER " # 1.1 Industrial Profile. #.( $eneral idea of Hindustan Copper %imited !roduct of Hindustan Copper %imited Characteristics of Hindustan Copper %imited Operating units of Hindustan Copper %imited Objective of Hindustan Copper %imited &uture out loo' of Hindustan Copper %imited

Company Profile. )ntroduction of *hetri Copper Complex Historical bac' ground of *hetri Copper Complex Objective of *hetri Copper Complex &uture plan of *hetri Copper Complex Organisation Chart. !roducts !roduction !erformance +ocial commitments !ollution Control *hetrinagar Township Employees !rofile. )ndustrial Relation

1.3

Introdu tion to t!e study. ,hat is ,or'ers !articipation in -anagement. Objective of ,or'ers !articipation in -anagement. &orms of ,!-. %evels of ,!!articipative -anagement in )ndia.

.ew +cheme for ,!- in )ndia.

CH !TER " ( (.# In orporation of t!e ".P.#. in t!e or$anisation CH !TER " 2 3.1 Analysis on t!e %asis of &uestionnaire and inter'ie( s !edule. /ifferent !articipative &orums existing0functioning at *CC. /etails of +hop Council. 1oint Council. !articipative forums functioning at Corporate level.

CH !TER " 3 ).1 ).* Con lusions +e ommendation

CH !TER " 4 ,.1 Anne-ure HC% in )ndia 5iew of *hetri Copper Complex 6uestionnaire Company Hierarchy -anpower

+7.O!+)+

S.NOPSIS
TOPIC OF ST/0.
comprehensive study of WORKERS PARTICIPATION IN MANAGEMENT at *hetri Copper Complex8 *hetri .agar8 Rajasthan8 a unit of Hindustan Copper %imited8 $overnment of )ndia Enterprise.

+ATIONAL BE1IN0 T1E ST/0.

,e ta'e many decisions in our day"to"day life in consultation with the members of our family. &or example " Education of children8 ,edding of daughter8 +election of a career of our children. t all such occasions we consult each other for better results. ,e celebrate various social and religious functions. &or the success of these functions se start consultation well in advance and the joint decision and implement them with the co"operation of the other people. ,e re9uire this type of participation between labour and management8 because the main objective of our economic planning is to increase production and productivity. :y offering wor'ers8 a common platform to participate decision ma'ing process of management"wor'ers for self expression and association are satisfied and they start wor'ing with natural understanding towards optimising productivity8 efficiency and maintaining industrial peace. -ainly in the !ublic +ection where the "or2ers Parti ipation in #ana$ement is largely being practice since year together8 and expected results have reflected to some extent in the form of improved production8 productivity and better industrial relations. +till the desired results of ,or'ers !articipation in -anagement are li'e dream8 in view of the fact that the common labour force as well as the lower and middle level manager are really left apart in the process as a result8 now and then mistrust8 disputes8 agitations8 heated arguments at wor' place. .ow in the above complex wor' environment of high concern8 a fresh loo' is needed so that employees contribute in the real sense to achieve the organisational goals. ;nhealthy wor' situations become matter of great concern to the top management8 which is completed to organise its entire management team to encounter the undue pressure8 in order to defuse the tense situation and restore8 maintain normal wor'ing condition. :ecause this often leads low productions8 productivity8 high production cost8 waste of material and adverse effect on healthy organisation and their employees. Therefore8 in order to get the best out of wor'man in achieving the organisation goals8 it is essential that "O+3E+S PA+TICIPATIONS IN #ANA4E#ENT is in the real sense of the term is induced.

OB5ECTI6E OF ST/0.
)t is necessary to have some objectives and goals to carry out a project. The objective and goals give direction to the future plans and activities to be conducted during the project. Objective behind the study of the wor'ing of "O+3E+S PA+TICIPATION IN #ANAT4E#ENT at *hetri Copper Complex are as follows < #. (. 2. 3. 4. The main objective is to have indepth 'nowledge of the ,.!.-. +cheme wor'ing in the organisation. To study the different participative forum existing at *.C.C. To study the various areas of activities where the scheme has been implemented. To study whether proper home wor' before the schedule dates of meeting being done by the participative teams to have the meaningful discussion. To study whether the wor'ers= team actually contributes meaningfully to achieve the common goal of the organisation or it is their to simply show their influence. To study whether the discussion centre round !roduction0 !roductivity0+afety0,elfare0Creative ideas to solve the problems. To study whether in the discussion each party has e9ual weightage in giving suggestion0recommendation. To study whether decision are ta'en unanimously or not. To study whether decision are implemented well in time. To study whether ,!- results in understanding each other view point8 helps in ma'ing a better wor' atmosphere improves human relation and to maintain industrial peace and harmony.

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E7PECTE0 CONT+IB/TION
,ith this critical study of ,or'ers !articipation in -anagement at *hetri Copper Complex8 it is expected that some new thoughts8 ideas8 better ways of participation will emerge out for improved wor'ing of these forums which will ultimately help in maintaining harmonious industrial relations and effective human resosurce development system for enhancing the labour productivity. The study can also help in < #. (. 2. 3. 4. Creation of an atmosphere of mutual trust and confidence between management and wor'er. Eliminating areas of suspicion between the management and labour. )dentifying the areas where scope of improvement is needed. *nowing whether participative forums are contributing positively towards organisational goal or simply doing formalities. &ixing the nnual Targets of production in consultation with the ;nion.

+ESEA+C1 #ET1O0OLO4.
Research methodology comprises defining and re"defining problems formulating hypothesis or suggesting solutions8 collecting8 organising and evaluating date8 ma'ing deduction and reaching conclusion and atlast carefully testing the conclusion to determine the hypotheses. Research is an original contribution to the existing stoc' of 'nowledge ma'ing for its advancement. )n short the search for 'nowledge through objective and systematic method of finding solution to a problem is research.

+EASEA+C1 P+OCESS
!roject conducted at *hetri Copper Complex involves following techni9ues of research to attain the objectives as stated above #. (. 2. Compre!ensi'e study of the agenda items of meetings the notification8 actual attendance of the participants. Criti al Analysis of the decision in the meeting and its mode of implementation. Field Inter'ie( with the Committee -embers8 Higher -anagement8 -iddle -anagement team and common employees who have virtually little scope of participation in the system. "ritten 8uestionnaire method where a definite answer is sought. )mpart of these scheme on production8 productivity8 welfare8 accident8 wor' stoppage8 stri'e loc'outs8 improvement in wor' culture8 discipline awareness etc.

3. 4.

INT+O0/CTION TO ST/0.
,ithin the last three decades in the realm of human resource management the techni9ue of the wor'ers= participation in management has been regarded as a powerful behavioral tool for managing the industrial relations system. !articipative -anagement represents industrial democracy in action and wor'ers and management should both be re"educated to play their roles as partners in the process of production and put industrial democracy to wor' effectively. WHAT IS WORKERS' PARTICIPATION IN MANAGEMENT The term participative management and wor'ers= participation in management are the same. )t is composed of two words < CaD CbD CaD !articipation -anagement

Parti ipation < The participation is one=s own mental and emotional involvement in decision ma'ing process for achieving organisation goals and share responsibility. The three important aspects of participation are < #. (. 2. person=s self is involve rather than his s'ills. )t motivates persons to contribute their own resources of initiative and creativity towards the objective of the organisation. )t also encourages people to accept responsibility in their group activity.

CbD

#ana$ement < )t means the manage the affairs of the organisation in systematic way. )t involves loo'ing after day to day wor'8 deciding policy matter and implementing the policy decision.

:efore the industrial revolution the ownership of the underta'ing was with a single person and he himself was doing the function of manager8 when his unit was small. :ut in course of time8 the underta'ing became bigger and mechanised and produced on large scale thereby expanding its activities considerable. One person could not attend to all aspects of production. $rdually8 the functions of managing the underta'ing were separated and s'illed and expert manager were appointed for this job. The concept of ,or'ers= !articipation in -anagement has changed from time to time and country to country. ,or'ers= !articipation in -anagement means the wor'ers are given a chance to share the functions of the management in achieving the organisational goals of the underta'ing. ccording to 3eit! 0a'is ,!- refers to the mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share the responsibility of achieving them.

OB5ECTI6E OF "O+3E+S9 PA+TICIPATION IN #ANA4E#ENT

There are three main objectives of wor'ers= participation in management. They are < #. Or$anisational < The scheme of wor'ers participations enhance economic efficiency of the enterprise on account of the following reasons < a. b. c. d. (. ,or'ers can contributes ideas which can be useful to -anagement. ;pward communication is essential for proper decision ma'ing at the top. ,or'er will accept decisions and wor' better if they participate in them. )t will contribute to industrial peace by fostering more co"operation among wor'ers and management and thus raise efficiency.

Psy !olo$i al < )t gives full recognition to the human element inindustry and generates a greater interest in the operation of the underta'ing. sense of belonging is developed8 which in turn8 results in higher efficiency. So ial < The concept of participation produces e9ual status between wor'ers and management through sharing of decision ma'ing process which ma'es the wor'ers productive8 creative and efficient. )t also recognises the dignity of man as man and also satisfies his urge for self expression and ma'es our democracy functional.

2.

FO+/#S OF "O+3E+S9 PA+TICIPATION IN #ANA4E#ENT

There are number of methods which are part and parcel of participative management. +ome of them are < #. Su$$estion S !eme < ;nder this system8 wor'ers are invited and encouraged to offer suggestions for improving the wor'ing of the enterprise. suggestion box is installed. ny wor'er can write his suggestions and put it into the box. !eriodically all the suggestions are scrutinised by the +uggestion Committee. $ood suggestions are accepted for implementation and suitable rewards are given to the concerned wor'ers. "or2s Committee < ;nder the )ndustrial /isputes ct8 #A3?8 every establishment employing hundred or more wor'ers is re9uired to constitute wor's committee. +uch a committee consists of e9ual number of representative of employer and wor'er. The main purpose of wor's committee is to prove measures for securing and preserving amity and good relations between the employer and the employees.

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2.

5oint #ana$ement Coun ils < These councils consists of e9ual number of representative of employers and wor'ers. The councils discuss various matters concerning wor'ing of industry. The decisions of these councils are advisory in nature. ,or'ing conditions8 accident prevention8 indiscipline8 absenteeism and training are generally the matters brought before 1oint -anagement Councils. ,hile wor's committee are formed at shop floor level. 1oint management councils are instituted at plant level. "or2er 0ire tors < ;nder this method8 one or two representatives of wor'ers are nominated or elected on the :oard of /irectors. This is full fledged and highest forum of wor'ers participation in management. )n )ndia /.C.-. and few other companies provide representation to wor'ers on their :oard of /irector. Co:partners!ip < )n this method8 wor'ers are made shareholders in the company in which they are employed. s partners8 they ta'e part in :oard of /irectors. They also share the company=s profit in the form of dividend. This generated a a feeling of responsibility to the enterprise among the wor'ers. Auto:#ana$ement < This scheme of ,or'ers= !articipation in -anagement is called = uto"-anagement= or =+elf"-anagement= in 7ugoslavia. ,or'ers manage all aspects of industries through their representatives. Here the wor'ers themselves constitute the management and there is no 9uestion of consultation or sharing of powers with representatives of private capital. ll underta'ings are treated as national property and are managed by the ,or'ers= Councils and -anagement :oards.

3.

4.

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LE6EL OF "O+3E+S PA+TICIPATION IN #ANA4E#ENT

There are four levels of participation of wor'ers in the management of industry. They are as follows < #. Information Parti ipation < )t refers to information sharing by the wor'ers condition of the plant etc. Here the wor'ers have a right of close scrutiny of information provided so that they can have an idea of what is going on in the organisation. Consultati'e Parti ipation < Here the wor'ers are consulted so such matter as welfare programmes8 methods of wor' and safety. However8 the final decision is that of management. The wor'ers awareness and involvement have to be positive and direct. Asso iate Parti ipation < Here the wor' men=s role is not purely advisory unli'e consultative participation. The management has to accept and implement the unanimous decision ta'en jointly. This creates climate of partnership. 0e ision Parti ipation < /ecision is ta'en jointly in all matter of wor' relative issues or interest related issues. This leads to oneness and total involvement. Thereby helps in achieving organisational goals.

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2.

3.

NE" SC1E#E FO+ E#PLOP.EES PA+TICIPATION IN #ANA4E#ENT

s discussed earlier the scheme for ,!- in industry at shop floor and plant level was introduced by $overnment on the 2Bth October8 #A?4 and was made applicable only to the manufacturing and mining units in the public. nother scheme on ,!- was introduced on 3th 1anuary8 #A?? in commercial and service organisation in the public sector. The ministry of %abour and Rehabilitation8 $overnment of )ndia have introduced on 2Bth /ecember8 #A@2 a new comprehensive scheme of ,or'ers= !articipation in Central !ublic +ector ;nderta'ings. &ollowing are the salient features of the scheme < #. Introdu tion < The scheme will be applicable to all Central !ublic +ectors ;nderta'ings except those underta'ings which are given specific exemptions from the operation of the scheme by dministrative /epartment0-inistry in consultation with /epartment of %abour. Stru ture of t!e S !eme < The scheme shall be operated both at the shop floor and plant level in all public sector underta'ings Cother then those which have been specifically exemptedD. +epresentation < The representation of wor'ers at the shop floor and the plant level would cover different categories of wor'ers such as s'illed and un"s'illed8 technical and non"technical. -anagerial personnel would be excluded but supervisory categories such as &oremen8 Chargemen etc. would be covered. :oth the wor'ers and the management will get e9ual representation at the shop floor and plant level forums. Each party will have a representation of 4 to #B members depending upon the siEe of wor' force. Fun tions < The participating arrangement may cover the following functions at different levels < aD S!op le'el < !roduction facilities8 storage facilities in a shop8 material economy operational problems8 wastage control8 haEards8 safety problems8 9uality improvement8 cleanliness8 monthly targets and production schedules8 cost reduction progreammes8 formation and implementation of wor' system8 design group wor'ing8 welfare measures related particularly to the shop. Plant le'el < Operational areas < iD Evaluation of productivity schemes ta'ing into account the local conditions.

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bD

iiD iiiD ivD vD viD viiD viiiD ixD xD xiD xiiD

!lanning8 implementation8 fundamental and review or monthly targets and schedules. -aterials supply and its shortfall. +torage and inventories. House 'eeping. )mprovements in productivity in general and in critical areas in particular. Encouragement to and consideration of suggestions. 6uality and technological improvements. -achine utilisation8 'nowledge and developments of new products. Operational performance figures. -atter not resolved at the shop level or concern more than one shop. Review of the wor'ing of the shop level bodies.

Economic F &inancial areas < iD iiD iiiD Review of operating expenses8 financial results8 cost of sales. !rofit F loss statements8 balance sheets. !lant performance in financial terms8 labour F managerial costs8 mar'et conditions etc.

!ersonnel -atters < iD iiD iiiD ivD bsenteeism. )nitiation F supervision of wor'er=s training programme. +pecial problem of women wor'ers. dministration of social security schemes.

,elfare areas < iD iiD iiiD ivD vD viD viiD Operational details. )mplementation of welfare schemes8 medical benefits and transport facilities. +afety measures. +ports F $ames. Housing. Township administration8 canteen etc. Control of gambling8 drin'ing8 indebtedness etc.

Environmental areas < iD iiD cD Extension activities F community development projects. !ollution Control.

Board Le'el < t the board level8 the wor'ers representatives will participate in all the functions of the board. One of the special function assigned to the board would be reviewing the wor' of the +hop F !lant level participating forums.

4.

"or2in$ of t!e forums < t the +hop &loor F the !lant level8 the participating forums will attempt to arrive at a decision by consensus but where no mutually acceptable consensus emerges8 they will refer the matter to the next higher forums. #odifi ations of t!e fun tions of t!e forums < The scope of the functions can be modified by mutual consensus between the wor'ers and the management. #onitorin$ of t!e s !eme < time programme for implementation of the scheme with in one year will be drawn up by the administrative ministries departments concerned. The progress of the wor'ing of the scheme in individual underta'ing will be reviewed 9uarterly. )n order to monitor the implementation of the scheme and also to review its wor'ing from time to time and to suggest remedial measures8 a tripartite machinery will be set up in the department of labour.

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4eneral < .o legislation would be underta'en immediately to give any legislative bac'ing to the scheme. +uch a step would8 however8 be considered after ade9uate experience has been gained in the wor'ing of the scheme. +tate $overnment are re9uested to introduce the scheme in their own public sector underta'ing. The private sector would also be encouraged to implement the scheme. )t is the intention of the central government to bring legislation in due course after gaining experience in the wor'ing of the scheme. )t is8 therefore8 in the interest of the private sector also that they should find it advantageous to ma'e a start of their own very early in this direction.

PA+TICIPATI6E #ANA4E#ENT IN IN0IA

The origin of the idea of "or2ers9 Parti ipation in #ana$ement in )ndia can be traced to the report of the Royal Commission of %abour C#A2#D8 which recommended the setting up of joint consultative bodies. fter the war8 the )ndustrial Employment C+tanding OrdersD ct8 #A3> and the )ndustrial /isputes ct8 #A3?8 formally placed the idea of wor'ers participations on the statute boo's in the form of ,or's Committee. The acceptance of a G+ocialistic !attern of +ocietyG as the overall goal of planning in #A43 stressed the need and importance of ,or'ers= !articipation. The )ndustrial !olicy Resolution C#A4>D also asserted the importance of 1oint Consultation between wor'ers and management. The government of )ndia sent a +tudy Team for studying the experiences of different schemes of ,or'ers= !articipation in -anagement in European countries. On the recommendation of the +tudy Team8 the $overnment introduced a scheme of 1oint -anagement Council in our country in #A4@. )n #A?B8 the $overnment of )ndia introduced another scheme of ,!- in ban'ing industry. The .ationalised :an' appointed one director from among the wor'ers and this scheme extended to selected public sector underta'ing on voluntary basis. new scheme of +hop Council and 1oint Council was announced by the $overnment of )ndia on October 2B8 #A?4. )t was extended to commercial and service organisations in public sector in 1anuary8 #A??. The history of ,!- in )ndia8 thus clearly ma'es three important institutional landmar's < #. (. 2. ,or's Committees C#A3?D 1oint -anagement Councils C#A4@D +hop Councils F 1oint Councils

The Centre and the +tate $overnments implemented the wor'ers participation in management through the following four ways < #. (. 2. 3. +tatutory ,or's Committee 5oluntary 1oint -anagement Councils ppointment of ,or'ers Representatives on :oard of /irectors. +hop Councils F 1oint Councils.

IN0/ST+IAL P+OFILE
1IN0/STAN COPPE+ LI#ITE0
Hindustan Copper %imited CHC%D was incorporated on Ath .ovember8 #A>?. )t is a !ublic +ector Enterprise under the -inistry of -ines8 $overnment of )ndia. )t is now under the Chairmanship of -r.:.*. -enon. The major activities of HC% are exploration8 mining8 smelting8 refining and casting of finished copper metal into saleable products. The company is the sole producer of primary copper in )ndia from indigenously mined copper are. HC% produces about 3.@ million tones of ore and 34BBB tones of refined copper per annum from its indigenous production. ,ith the above production level currently HC% is able to satisfy around (4H of )ndia=s demand of primary copper metal. )n the process of its multi dimensional growth8 the company has its credit some major contribution towards technological improvement in mining8 smelting8 hydro metallurgy and bye products recovery. HC% has established well e9uipped R F / facilities at *hetri Copper Complex and )ndian Copper Complex. The R F / section is fully responsible for improvement in 9uality of products8 control of 9uality of raw material8 improvement of recoveries and for maximiEing in the recovery of bye"products.

C1A+ECTE+ISTIC OF 1IN0/STAN COPPE+ LI#ITE0

#. (. 2. 3. 4. )t is a sole mining cum metallurgical public organisation in the field of copper production. :efore economic liberaliEation #AA# HC% was only sole producer of copper in )ndia and is still it is fulfilling (4H of copper demand for our country. HC% is effectively exploring and utiliEing #H copper ore. HC%8 since many years is providing and producing %-E grade of copper which is of the )nternational +tandard. :eing a public sector organisation it also fulfilling social objectives.

OPE+ATIN4 /NITS
The company is operating the following units #. *hetri Copper Complex C*CCD8 Rajasthan comprises two ;nderground -ines8 one Concentrator !lant8 +melter !lant and a Refinery !lant of 2#BBB T/ capacity alongwith cid F &ertiliEer !lant. )ndian Copper Complex C)CCD at $hatsila8 1har'hand comprises five ;nderground -ines8 two Concentrator !lant8 a +melter !lant and a Refinery !lant of #>4BB T!/ capacity alongwith cid !lant8 precious metal and other by" products recovery plant. -alanj'hand Copper !roject C-C!D in -adhya !radesh comprises an Open !it -ines8 Concentrator %each Copper !lant.

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OB5ECTI6E OF 1CL
The objective of HC% is to underta'e exploration prospecting and mining activity for minerals copper in particularI extraction and fabrication of metals and manufacture of by"products including sulphuric acid and fertiliEer. HC% is also expected to underta'e research in the field of metallurgy and develop consultancy services in copper mining8 concentrator8 smelting and refining.

F/T/+E O/TLOO3 OF 1CL

)n the present liberaliEed economy of the country with all trade barriers getting slowly dismantled the competition is increasing substantially. )n this scenario HC% has identified certain areas which merit immediate attention so as to become competitive on substantial basis. These areas are < CiD CiiD :ench mar'ing the operations of HC% with the best in the world. The company has to trim its manpower to remain competitive. HC% is ta'ing steps to reduce manpower through 5R+ and closure of high cost mine of )CC. HC% is in the process of re"assessing the capacities of the smelters8 reduce generation of seconderies with significant emphasis on 9uality. HC% is ma'ing all out efforts to enhance the production from low cost mines li'e -alanj'hand open cast project. The company also study to ma'e a slight shift of approach towards technology viE. Hydro"metallurgy which is being increasingly employed in the western world.

CiiiD CivD CvD

P+O0/CT
The products of the company are as follows < -ain !roducts Copper ,ire :ars. Copper Cathode. Copper CC Rods. Copper ET! :loc's. Copper ,ire :ar -oulds. Copper +heets.

:y !roducts .ic'el +ulphate. Copper +ulphate. +elenium. +ingle +uper !hosphate. +ulphuric cid. *yanite. $old. +ilver.

#A+3ETIN4 NET"O+3
The mar'eting networ' of the company is divided into four regions < ,estern Jone +outhern Jone .orthern Jone Eastern Jone " " " " -umbai :anglore F Chennai /elhi F )ndore *ol'ata

CO#PETITO+ OF 1CL
CiD CiiD +T R%)TE CO!!ER :)R% CO!!ER

CO#PAN. P+OFILE
31ET+I COPPE+ CO#PLE7
*hetri Copper Complex8 a mining cum metallurgical complex is a major constituent of Hindustan Copper %imitedI $ovt. of )ndia Enterprise with install capacity of 2#BB Tones of electrolytic grade copper per annum. )t was established in .ovember8 #A>3. *hetri Copper Complex including Chandmari Copper !roject comprises one open pit mines two underground mine8 a concentrator plant8 a smelter plant and an electrolytic refinery plant together with sulphuric acid plant and fertiliEer plant. *hetri Copper Complex is situated in the cradle of ravali Hills in the district of 1hunjhunu8 Rajasthan8 some #AB 'm +outh",est of /elhi F #@B 'm .orth of 1aipur8 the state capital. )t is at the northern end of a large copper belt extending from +inghana village to Raghnathgarh. )t has two well developed township one at *hetri .agar and other at *olihan .agar.

1ISTO+ICAL BAC34+O/N0
The metal copper is a primitive metal and was also mined at *hetri in ancient times during the period of -auryas. The first record mention of copper mining in this belt is found in G in")" 'bariG written by bul &aEal in the year #4AB during the period of Emperor 'bar the $reat.

OB5ECTI6E OF T1E CO#PAN. ;3CC<

Objective established the goals and aims of business. )t determines its shape of future event. Objective are the way of achieving motives of profit or self service. )t represent a clear picture of activities which are sought to be achieve. The objective of *CC as follows < #. (. 2. 3. 4. Exploration and utiliEation of the copper reserves existing in our country. Extraction and exploration of copper and by products to ma'e the country self sufficient in the field of copper production. Reduce power and fuel consumption by Rs.4 Crores. )mprove the grade ore minimum by B.#H. Reduce gross revert generation to #(H.

F/T/+E PLANNIN4
#. Expansion of +melter !lant. The company plans to increase the production of :lister Copper from 2#BBB -etric Tones to 34BBB -etric Tonnes. /evelopment of :anwas -ines. To undergo for disinvestment in the coming year or near future.

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P+O0/CT
The product list of *CC is as follows < -ain !roducts Copper ,ire :ars. Copper Cathode. Copper +heets. :y !roducts +ulphuric cid. .ic'el +ulphate. +ingle +uper !hosphate.

C/STO#E+S
The customers of Company=s product are " &or Copper &or +ulphuric cid < < /efence8 Railways other traders. $ovt. +ector < )&&CO8 )/!%8 .&%8 /.+;8 .)!C8 H+/E8 :HE%8 )OC etc. !rivate +ector < )ndian !esticide8 :ijnor. )ndian !hosphate Carbonate -ar'eting %td.8 $haEiabad %jgotam &ertiliEer8 Rampur -odern gro Chemical )ndustry %td. etc.

AC1IE6E#ENT
*CC for its final product copper cathode has obtained a certificate from 9uality management system )+O ABB( for its refinery plant8 where copper cathode 9uality is produced.

P+O0/CTION
The production of *CC is as follows < 7ear """""""""""""" (BBB"(BB# #AAA"(BBB -)C C-TD C THO/E+ C-TD CCR C-TD """""""""" 2B4?# (AA2? + %E+ C-TD """"""""""""" 3#B(> 2?3>> T;R. O5ER Rs.CRORE+ """"""""""""""""" >2B 4#B

"""""""""" """""""""""""""" 23B>4 3((34 223>( 2@3>@

31ET+I NA4A+ TO"NS1IP

-odern townships at *hetri .agar and *olihan .agar have been constructed for residential re9uirements of employees wor'ing in the Complex. t present8 there are about 4BBB residential 9uarters alongwith other amenities li'e sports grounds8 hospitals8 shopping centres8 community centres8 cinema house8 guest house and club etc. *hetri Copper Complex has provided ade9uate educational facilities for the wards of its employees both in *hetri .agar and *olihan .agar townships. The township has ( Central cademy school8 Convent school8 2 +tate school besides .ursery F !rimary school. ll the schools are houses in specious buildings constructed by *CC with ample open space for play grounds and are being provided total support C&inancial or otherwiseD by *CC. )n addition to this8 facilities are provided by *CC to the other schools being run in the township.

#AN PO"E+
C nnexureD

POLL/TION CONT+OL
*CC has ta'en substential measures right from the inception for handling and treating various emission and effluents stream before its is discharged to the environment. +ubse9uently the installation has been modified expanded in order to meet the re9uirement of pollution control. +ome of the measure installation for this purpose are as under < #. (. 2. 3. 4. )nstallation of +ulphur :urner. Construction of Tailing /am. ,ater Conservation in mines. !lantation enrichment of green belt at massive scale. !rovision of oxidation ponds.

)n addition8 a second cid !lant also concepted to crub the pollution alongwith the double hood convertor in +melter !lant.

SOCIAL CO##IT#ENTS
*CC from the beginning has ta'en 'een interest in the welfare of its rural surrounding area. Today @4H of the wor'force at *CC belong to the region where it stands. nother pressing aspect which attracted *CC was lac' of communicational facilities in the region alongwith the perennial problem of drin'ing water in the region. pitched road was built for the first time in desert wilderness from *hetri .agar to Chaonra8 a village located at a distance of about 24 'ms.. +imultaneously a water pipe was laid from *hetri .agar to Chaonra and water connections were provided to all the villages located between *hetri and Chaonra. Today *CC provides drin'ing water to some 2B villages8 apart from #4 to (4 water connections in the surrounding area of the township.

IN0/ST+IAL +ELATION
)ndustrial Relations at *hetri Copper Complex are harmonious having not witnessed any major stri'e8 shut down or any confrontation since last (B years. :ut it always remained a challenging tas' for the management to maintain peace and mutual trust. Continuous improvement in production8 productivity8 wor'ing condition8 technological up"gradation8 welfare measures are the result of the better industrial relation to the prevailing in the organisation. There are four major trade union operating at *hetri Copper Complex < #. (. 2. 3. 3!etri Tam%a S!rami2 San$! ;3TSS<= affiliated to )T;C. 3!etri Copper #a>door San$! ;3C#S<= affiliated to :-+. 3!etri Tam%a #a>door #or !a ;3T##<= affiliated to C)T;. +as!triya Copper #a>door San$! ;+C#C<= affiliated to ).T;C.

*hetri Tamba +hrami' +angh C*T++D is the recognised union at present and therefore represents the wor'ers in all 'inds of major discussions held with the management.

INCO+PO+ATION OF ?"O+3E+S9 PA+TICIPATION IN #ANA4E#ENT SC1E#E? AT 3CC@1CL

The scheme of wor'ers participation in management at *hetri Copper Complex was adopted in #A@B. t *hetri Copper Complex the scheme of wor'ers= participation in management is operating at three level < ;a< ;%< ; < At S!op Floor Le'el Plant Le'el Co:operati'e Le'el

0ifferent Parti ipati'e Forums e-istin$@fun tionin$ at 3CC t *hetri Copper Complex8 the following participative forums are functioning < #. (. 2. 3. 4. >. ?. @. A. #B. ##. #(. #2. #3. 1oint Council +hop Councils /epartment Committees Canteen -anaging Committee +afety ppliance and !rotective Clothing Committee House llotment Committee %iveries Committee Recruitment and !romotion Rules Committee +ale Evaluation Committee +ports Council House *eeping Committee *CC ,elfare and &und Trust ,or'ers /evelopment +eminar Committee )ncentive :onus Committee " -ines8 !lant F *C-

S1OP CO/NCIL
)n *hetri Copper Complex at shop floor level there are #B shop councils functioning. These shop councils discuss about the matters related with production8 safety8 efficiency and other matters as laid down in the $overnment +cheme.

AI#
+hop Council shall be constituted with the objective of increasing production8 productivity and efficiency of each shop or department.

CO6E+A4E
The following shop0departments shall have +hop Councils < iD iiD iiiD ivD vD viD viiD viiiD ixD xD xiD dit8 *hetri -ines +haft8 *hetri -ines +ervices relating to *hetri -ines *.C.-. !roduction *.C.-. C+ections other than productionD Concentrator +melter Refinery cid F &ertiliEer +ervices Cincluding -ech.8 Elect.8 Civil8 ,ater +upply8 )ndustrial Engg.8 RF/D Rest of the departments " !urchase F +tores8 dministration including !ersonnel and Training8 Town dministration8 -edical and &inance.

CO#POSITION
#. Each shop council shall consist of an e9ual number of representatives of employers and wor'ers. Employees representatives shall be nominate by the management from among persons of the concerned unit. Representatives of wor'men shall belong to the department or shop concerned.

(.

The number of representatives of wor'men on each shop council shall be as follows <

""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " !lant0+ection0 .o. of .o. of Chairman 5ice"Chairman /epartment -gt.rep. employees """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " +0+hri +0+hri #. *hetri -ines ## ## !* 1ain :anwari %al (. *hetri -ines +ervices B> B> :% .irwan +ultan +ingh 2. +melter !lant B? B? RC +ingla -ahavir +ingh 3. Refinery !lant B> B> :* -endiratta :anwari %al 4. &ertiliEer B? B? !+ !andey :- Tiwari >. Concentrator !lant B4 B4 -5 Rattaiah $% /udi ?. Engineering +ervices B? B? 1! Trivedi :agh +ingh @. Other /epartments B> B> /r.!* -ohanty /ev Raj A. *olihan Copper -ine B4 B4 -C +harma -ahavir +ingh #B. *C- Other +ervices B4 B4 T. +ingh C/ 7adav """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " 2. The wor'ers representatives on the shop council shall be elected by the wor'ers of the concerned shopK department.any wor'men with a service of not less one year in the establishment may be a candidate for election. ll wor'men who have put " in not less than > months continous service in the establishment shall be entitled to vote in the election of the representative of wor'men.

+/LES OF P+OCE0/+EA
#. (. 2. 3. 4. >. Each shop council shall normally meet once in a month. The chairman of the shop council shall be a nominee of the management. The 5ice"Chairman of the shop council shall be elected by the wor'men representative. /ecision of the shop council shall be arrived on the basis of consensus and not by a process of voting. Either party may refer unsettled matters to the joint council for consideration. /ecisions of the shop council shall be implemented by the parties concerned within such time limit as may be decide upon by the council at the time of ta'ing the decision.

?.

-atters which have a bearing on other shop in the establishment shall be referred to the joint council alongwith the recommendations of the council for consideration of the council.

P+OCE0/+E FO+ T1E S1OP CO/NCIL #EETIN4

#. -embers of the +hop Council shall intimate the Chairman or 5ice"Chairman any item which they shall wish to be included in the agenda of the +hop Councils meeting. This should be intimated in writing to them atleast #B days before the date fixed for the council meeting. )f intimation in respect of any item is not received by the Chairman05ice"Chairman8 in time8 the item will be ta'en up in the next meeting. (. The Chairman05ice"Chairman will issue notice to concerned members of the council communicating the place8 date8 day and time of the agenda of the meeting. The notice will be issued atleast #B days before the date of the meeting. )t will be the responsibility of the members concerned representing the wor'men to approach the concerned authority to relieve them in order to attend the meeting. Concerned HO/s will relieve the concerned member on the relevant date and time for attending the meeting. Copies of the notice will be sent to the concerned !Os to enable them to ensure this. The agenda shall normally include the following items < aD bD cD dD eD 4. Confirmation of the minutes of the last meeting. Consideration of the reports of sub"committee. Review of implementation of the councils decisions. Consideration of items brought by the councils members. ny other matter with the permission of the Chairman of the meeting.

2.

3.

The Chairman of the committee shall preside over the meeting. )n his absence8 the 5ice"Chairman shall preside over the meeting. )n case both Chairman F 5ice"Chairman are not present in the meeting8 the members of the council8 present in the meeting8 shall elect any member to preside over the particular meeting. t least 4BH members each of the representative of the management F wor'men would form the 9uorum for the meeting. The Chairman F the 5ice"Chairman will jointly prepare and sign the minutes and place it in the next meeting of the council for confirmation.

>. ?.

@. A. #B.

There will be no personal criticism or use of un"parliamentary language in the meeting. )t will be the responsibility of the councils members to explain the wor's done in the councils meeting to the persons in their respective councils. The records of the shop councils will be with the Chairman of the committee.

NO#INATION OF #E#BE+S
Representatives of the management nominated by management and the wor'men are nominated by the recognised union C*hetri Tamba +hrami' +angh8 ffiliated to )T;CD. )n +hop Council < Chairman 5ice"Chairman " " Head of ;nit. ,or'men who is nominated by the recognised union.

TEN/+E
The tenure of shop council is of ( years. The management at *CC and the recognised union ma'e change in their respective representations in the event of separation through transfer8 resignation etc.

F+E8/ENC.= 0ATE AN0 TI#E OF #EETIN4

" " " &re9uency of meeting /ate of meeting Time < < < Once in a month #?th of every month8 next wor'ing day if #?th happen to be a holiday. 2.BB !.-.

A4EN0A
CaD CbD CcD The points to be included in the agenda shall be sent by the mebers of the council to the +ecretary #4 days in advance. The agenda shall be finalised by the +ecretary in consultation with Chairman and 5icd"Chairman. genda shall be circulated to all members at least 3 days in advance together with brief explanatory note on each point.

#IN/TES
The decision ta'en in meeting are recorded and signed by Chairman and 5ice" Chairman. The minutes of meeting are circulated within a wee'. )ssues unresolved at the +hop %evel Councils are referred to the 1oint Council for inclusion in the agenda of the next meeting of the 1oint Council for appropriate decision. copy of minutes of the shop councils are sent to the Convenor +ecretary of the 1oint Council and to )ndustrial Relation +ection8 which 'eeps a trac' of such meetings. Review of the implementation of decisions are discussed in the very next meeting of shop council.

ISS/E 0ISC/SSE0
/ifferent issues discussed in these +hop Councils are generally production targets8 reasons for short fall in production8 if any8 available li'e of spares8 waste control8 welfare matters of the shop plant.

F/NCTIONS
#. (. &unctions of the +hop Council shall be as stated in the $ovt. of )ndia resolution .o.+">#B##C3D0?4"/*)C:D dated 2Bth October8 #A?4. /etails are as follows < The +hop Councils should in the interest of increasing production8 productivity and over all efficiency of the shop0department attend to the following matters. iD iiD ssist management in achieving monthly0yearly production targets. )mporvement of production8 productivity and efficiency8 including elimination of wastage and optimum utilisation of machine capacity and manpower. +pecifically identify area of low productivity and ta'e necessary corrective steps at shop level to eliminate relevant contributing factors. To study absenteeism in the shops0departments and recommend steps to reduce them +afety measures. ssist in maintaining general discipline in the shop0department. !hysical conditions of wor'ing such as lighting8 ventilation8 noise8 dust etc. and reduction of fatigue. ,elfare and health measure to be adopted for efficient running of the shop0department.

iiiD ivD vD viD viiD viiiD

ixD

Ensure proper flow of ade9uate two way communications between the management and the wor'ers8 particularly on matters relating to production figures8 production schedules and progress in achieving the targets. Elimination of pilferage and to institute a system of rewards for this purpose. /iscuss any other matter which have a bearing on the improvement in the performance of the underta'ing.

xD xiD

#IN/TES OF T1E #EETIN4

C nnexureD

5OINT CO/NCIL
t *hetri Copper Complex8 there is # 1oint Council which discusses matter of production8 productivity8 waste control and welfare measures etc. as per the scheme. part from this8 1oint Council also discusses matter which could not be shorted out at different shop councils.

AI#
1oint Council shall be constituted with the objective of increasing production8 productivity and over all efficiency of each establishment as a whole.

CO6E+A4E
The joint council shall cover all the department section of the *CC.

CO#POSITION
#. The joint council shall consist of #B representatives each of the management F wor'men. (. The representative of wor'men on the 1oint Council shall be elected from among representative of wor'men on the shop council by the shop council members. 2. The chairman of the proposed joint council will be the head of the establishment at *.C.C. 3. The 5ice chairmen of the joint council shall be elected by the member of the Council.

4. 1oint council shall appoint one of its members as its secretery. The management shall provide facilities to the secretary to help him in the efficient discharge of his duties.

+/LES OF P+OCE0/+EA
#. (. 2. The 1oint Council shall normally meet once in a 9uarter. /ecisions of the 1oint Council shall be finalised on the basis of consensus and not by a process of voting. /ecision of the 1oint Council shall be binding on the management and wor'men and shall be implemented within the period mentioned in the decision itself.

P+OCE0/+E FO+ T1E 5OINT CO/NCIL

#. -ember of the council shall intimate the +ecretary any item which they shall wish to be included in the agenda of the 1oint Council=s meeting. This should be intimated in writing to him atleast #4 days before the date fixed for the council meeting. )n intimation in respect of any item is not received by the +ecretary8 in time the item will be ta'en up in the next meeting. The +ecretary will issue notice to the members of the council communicating the place8 date8 day and time of the agenda of the meeting. The notice will be issued atleast #B days before the date of the meeting. Concerned HO/s will relieve the concerned emember on the notice will be sent to the concerned !os to enable them to ensure this. The agenda shall normally include the following items < iD iiD iiiD ivD vD 4. Confirmation of the minutes of the last meeting. /iscussion in the points given in the scheme. Consideration of the reports of the sub"committees. Consideration of items brought by the councils members. ny other matter with the permission of the Chairman of the meeting.

(.

2. 3.

The Chairman of the committee shall preside over the meeting. )n his absence8 the 5ice"Chairman shall preside over the meeting. )n case both Chairman F 5ice"Chairman are not present in the meeting8 the members of the council8 present in the meeting8 shall elect any member to preside over the particular meeting. t least 4BH members each of the representative of the management F wor'men would form the 9uorum for the meeting. The +ecretary will prepare and sign the minutes and put up before the Chairman for his signature. He will place it in the next meeting of the council for confirmation. )t will be the responsibility of the councils members to explain the wor's done in the councils meeting to other employees. The records of the 1oint Council will be filed with the +ecretary of the committee. Review of implementation of the council=s decision.

>. ?.

@. A. #B.

TEN/+E
Each member will have a tenure of # year. )n case of temporary absence of any regular member the $eneral -anager or the $eneral +ecretary of the recongnised union have the option to nominate any other representative who will be a subsitute member for a particular meeting. :esides8 for any expert advice both the $eneral +ecretary of the recognised union and $eneral -anager can call invitees in a particular meeting.

OFFICE BEA+E+ OF 5OININT CO/NCIL

&ollowing are the office bearer of the 1oint Council operating at *.C.C. CiD CiiD CiiiD Chairman of 1oint Council 5ice"Chairman of 1oint Council Convener +ecretary " " " $eneral -anager of *CC. $eneral +ecretary of recognised union. .$.-. C!ersonnelD8 *CC.

F+E8/ENC.= 0ATE AN0 TI#E OF #EETIN4

" " " " &re9uency of meeting /ate of meeting Time 5enue < < < < Once in 2 months. #4th of every month8 next wor'ing day if #4th happen to be a holiday. 2.BB !.-. Conference Room of dministrative :uilding.

A4EN0A
The points to be included in the agenda shall be sent by the members of the council to the Convener +ecretary #4 days in advance. The points are generally self explanatory. Other employees can sent their points8 if any8 through the members of the 1oint Council to the Convener +ecretary of the 1oint Council. genda shall be finalised by the +ecretary in consultation with Chairman and 5ice"Chairman. genda shall be circulated to all members at least ? days in advance together with brief explanatory note in each point so that each member comes fully prepared for the discussion. The information that are circulated are < #. (. .otice of /ate8 Time and 5enue of next meeting. -inutes of meeting of the last meeting.

2. 3. 4. >. ?.

)mplementation position on decision ta'en in previous meetings. )f decisions are not implemented reasons for delay is communicated alongwith. ctual production figures alongwith targeted production of different production centre. Reasons for short fall in production. Cost sheets of production at different stages. ny other matter with the permission of the Chairman.

#IN/TES
The decision ta'en in joint council meeting is recorded on the same day and a draft of the minutes of meeting is prepared then the draft is finally approved by the -anagement CChairman8 +ecretaryD as well as by wor'men representative Cgenerally by the 5ice"Chairman of the recognised unionD. The final minutes of meeting is signed by the secretary of 1oint Council and is circulated to all the members for needful implementation of the decision ta'en.

#EETIN4
Concerned HO/ has to relieve from the duty the concerned members on the relevant date and time for attending the meeting. The practice at *hetri Copper Complex has been the wor'men representatives discuss the agenda and other important points in the forenoon for which they are relieved from duty and come prepared in the afternoon for full fledged discussion in 1oint Council -eeting which is generally held at 2.BB !-. On a average the meeting continues for four long hours in the conference hall of the administration building. )n the meeting the members are given a scribbling pad8 a pen8 a good plastic folder containing various information etc. /uring the meeting the parties are served tea and snac's. The meeting is held in a very formal way and the atmosphere is generally very cool and conductive. )f the both Chairman and 5ice"Chairman are available for the meeting than meeting is postponed. )t is the responsibility of the council=s members to explain the decision ta'en in the council meeting to general employees. The record of minutes of 1oint Council are 'ept and maintained by the +ecretary of the committee that is sstt. $eneral -anager C!ersonnelD.

F/NCTIONS
#. &unctions of the 1olint Council shall be as mendtioned at page ? of the $ovt. of )ndia resolution .o.+">#B##C3D0?4"/*)C:D dated 2Bth October8 #A?4. /etails are as follows < (. The 1oint Council should deal with matters relating to< iD iiD iiiD ivD Optimum production8 efficiency and fixation of productivity norms of man and machine for the units as a whole -atters emanating from shop councils which remain unresolved. &unctions of a shop council which have a bearing on another shop or unit as a whole. -atter concerning the unit or the plant as a whole in respect of matters relating to wor' planning and achieving production targets more specifically8 tas's assigned to a shop council of the shop0department level but relevant to the unit as a whole will be ta'en up by the 1oint Council. The development of s'ills of wor'men and ade9uate facilities for training. The preparation of schedules of wor'ing hours and of holiday. warding of reward for valuable and creative suggestions received from wor'ers. Optimum use of raw material and 9uality of finished products. $eneral health8 welfare and safety measures for the units or the plant. Elimination of pilferage and to institute a system of rewards for this purpose. /iscuss any other matter which have a bearing on the improvement in the performance of the underta'ing.

vD viD viiD viiiD ixD xD xiD

PA+TICIPATI6E FO+/#S F/NCTIONIN4 AT CO+PO+ATE LE6EL

The following forums are functioning at Corporate level at *ol'ata < #.

5OINT CONS/LTATI6E CO##ITTEE ;5.C.C.<

This is the highest forum of participative management in Hindustan Copper %imited. )ts meetings are held at *ol'ata after every three months. CaD

CONSTIT/TION OF 5CC
iD -anagement representatives < are its member. &or e.g. ll the top executives of HC% and its unit

iiD

Chairman"cum"-anaging /irector of HC%. Head of the !ersonnel /epartment of all the units. $eneral -anagers of all the units of HC%. ,or'ers representatives < Representative of recognised union of different units of HC% are its members.

CbD

SCOPE OF 5CC
ll matters related to improvements8 production8 productivity8 targets and matter which are not the subject of collective bargaining are discussed in this forum. The purpose behind the constitution of the 1CC at the pex level is to associate senior leaders of the recognised trade union8 operating at different units of the company in the decision ma'ing process concerning production8 productivity8 action plan for the year8 welfare8 leave8 educational facilities8 safety8 optimum utilisation of man and machinery and 9uality of the wor' life etc. 1CC has played a very crucial role in maintaining harmonious industrial relation in different units that is *hetri Copper Complex. )ndian Copper Complex8 $hatsila C:iharD -alanj'hand Copper !roject8 C-!D

part from maintenance of the harmonious industrial relation8 a number of good schemes were introduced in the company li'e ,or'ers= /evelopment +eminar +cheme8 $rievance !rocedure8 +uggestion +cheme etc. with a view to educate the wor'men so that real participation can ta'e place.

ll the meetings of 1CC very important items li'e !roduction and !roductivity8 +afety8 -aterial -anagement and various other allied matters pertaining to the development of the company have been discussed and decision ta'en on the basis of consensus. (.

NATIONAL 5OINT CO##ITTEE FO+ COPPE+ ;N5CC<

+imilarly on the lines of 1CC8 it was thought proper to have a forum where a matter relating to collecting bargaining could be discussed with the wor'men representative. ,ith this in view8 the next important forum of corporate level was found in #A@B.

;a<

CONSTIT/TION OF N5CC
iD iiD iiiD ivD ;nion affiliated to )T;C ;nion affiliated to ).T;C ;nion affiliated to :-+ " " " > # (

&rom the management side the total number of representatives are ? excluding C-/ who is ex"officio Chairman of the committee.

;%<

SCOPE OF N5CC
ll matters which fall within the preview of collective bargaining are discussed in this forum. The purpose of this forum is to give full scope to the 1CC to discuss the matter basically related to production aspects. The .1CC has been wor'ing very successfully in HC% and has resolved many important issues involving all wor'men of all the units. &or e.g. some of important issues handled has this forum are < CiD CiiD CiiiD ll )ndia ,ages .egotiation #AA4. -odification and )mprovement %TC Rules. -odification of ttendance :onus Rules.

ANAL.SIS BASE0 ON INTE+6IE" AN0 8/ESTIONAI+ SC1E0/LE

1. 0e$ree of effe ti'eness of "or2ers9 Parti ipation in #ana$ement S !eme operatin$ at 3!etri Copper Comple-.

""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " 7es .o """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " -anagement Representatives 24 ,or'ers Representatives #4 Employees """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " T O T % """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Comment < :oth -anagement F ,or'ers representatives feel that the wor'ers participation in management is very effective in building harmonious industrial relation. :ut the common employees who are not the representative of any forum feel that still desired results from ,!- is still awaited. *. #et!ods adopted %y t!e representati'e to arri'e at onsensus de ision.

""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " .ame of the method adopted .o. of respondent !ercentage """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Consultation 3B ?(.?(4H .egotiation #4 (?.(?4H 5oting " " Chair !erson /ecision " " """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Comments A $enerally the decision at ,!- meeting is arrived through consultation and negotiation.

3.

E-tent of Contri%ution of Parti ipati'e Forum in a !ie'in$ or$anisation $oals.

.o. of Respondents < 4B """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " .ame of rea 7es .o """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " #. )n !roduction 34 B4 (. 2. 3. 4. >. ?. @. A. )n !roductivity )n )mproving ,or'ing Condition )n ,elfare -easure )n Resolving /isputes )n &uture !lants )n )mproving )R )n )mproving -utual Trust F $oodwill )n Reducing Confrontation at ,or' !lace 32 3( 3> #4 (B 3B 2? 3B B? B@ B3 24 2B #B #2 #B

#B. )n 6uality /ecisions 22 #? """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Comments < The participative forums are doing the wor' effectively. They are helpful in raising productivity8 production8 improving )ndustrial Relation but still much has to be done to resolve disputes to improve 9uality decision and to see' the help of both wor'ers and management to build strong future plans. ). T!e (ei$!ta$e $i'en to ea ! 2party in $i'in$ su$$estion@re ommendation in "P#. .o. of Respondents < 4B """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Reply of Respondent .o. of Respondent !ercentage """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " -anagement Representative 22 >>H ,or'ers Representative #? 23H """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Comments < )n ,or'ers= !articipation +chemes generally e9ual weightage is given to both the wor'men and managers. :ut the managers having more 9ualification and

experience are able to ma'e the wor'ers convince on their ideas and thus are able to dominate discussion some time.

,.

E-tent to (!i ! t!e de isions ta2en in t!e meetin$ are implemented in time B ri$!t spirit.

.o. of Respondents < 4B """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Range of )mplementation of decision in H Respondents """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " B " (4 2B (4 " 4B 4B " ?4 #B B?

?4 " #BB B2 """"""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" " Comments < The decisions ta'en are not fully implemented at right time.

O+4ANISATIONAL C1A+T OF T+AININ4 0EPA+T#ENT

$-C!ersonnelD /y.-anager CTrainingD """""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""""" sstt.-anager CTrainingD sstt.-anager CTrainingD ssistant ;./.C. %./.C. -ining EngineerCTrainingD

,OR*ER+= ! RT)C)! T)O. ). - . $E-E.T

).
*hetri Copper Complex *hetrinagar R 1 +TH . C $ovt. of )ndia EnterpriseD

+ubmitted to < !rof. $outam -itra !lacement Co"ordinator ). -. E.

+ubmitted by< +oma !atra Roll .o. (BB#44 !$/- ))) +emister

)n partial &ulfillment of the Re9uirement for the award of

!O+T $R /; TE /)!%O- ). - . $E-E.T C(BB#"(BB2D

+ahibabad8 $haEiabad C;!D

8/ESTIONS AS3E0 TO T1E "O+3#EN +EP+ESENTATI6E

#. (. 2. 3. 4. >. .ame of the respondent. /esignation. Experience. Education. /epartment. /o you 'now about =,or'ers= !articipation in -anagement= +chemeL CaD ?. 7es CbD .o

re you a member of any unionL CaD 7es CbD .o

@. A.

,hat 'ind of participative forums exist in your organisationL re you a member of any participative forumL CaD 7es CbD .o

#B. ##.

,ho is your representativeL ,hat is the method of selection of representative of the participative forumL CaD CcD .omination by management Election CbD CdD .omination by union 5oluntary ssociation

#(.

/o you prepare yourself before attend the meetingL CaD 7es CbD .o

#2.

/o you see the minutes of the meetingL CaD 7es CbD .o

#3.

How is the agenda decidedL CaD CcD :y management representative :y union F management rep. CbD CdD :y union representative ny other method.

#4.

re you happy to hold the representative postL CaD 7es CbD .o

#>. #?.

,hat type of problem do deal with managementL )s the agenda is circulated in advanceL CaD CcD ;sually .ever CbD +ome times

#@.

,hat is the method to arrive at the decision ta'en by +hop01oint Council0Other participate forumsL CaD CcD /iscussion ;nanimous CbD CdD 5oting Chair person decide

#A. ,hat 'ind of attitude is adopted by management0union representative in the meetingL CaD CcD (B. (#. ((. (2. !ositive Co"Bperate CbD CdD .egative !ressure -ounting

How many candidates to yoursideL How you decide the venue8 day and date of the meetingL How many points are ta'en in the meetingL ,hen you submit you problem to the management CaD /ay CbD ,ee'

(3. (4.

,hat about those points which are not discussedL How much time is ta'en to implement your demandsL CaD CcD /ay -onth CbD CdD ,ee' 7ear

(4. (>.

,hat you do when your team member is absentL ny suggestion you want to give.

8/ESTIONS AS3E0 TO T1E #ANA4E#ENT +EP+ESENTATI6E

#. (. 2. 3. 4. >. .ame of the respondent. /esignation. Experience. Education. /epartment. /o you 'now about wor'ers= participation in managementL CaD ?. @. 7es CbD .o

,hat 'ind of participating forum exist in your organisationL ,hat is the method of selection of representatives of the participative forumsL CaD CcD .omination by management Election CbD CdD .omination by union 5oluntary ssociation

A.

/o you prepare yourself before going to attend the meetingL CaD 7es CbD .o

#B.

/o you see the minutes of the meetingL CaD 7es CbD .o

##.

How is the agenda decidedL CbD CcD :y management representative :y union F management rep. CbD CdD :y union representative ny other method.

#(.

)s the agenda circulated in advanceL CaD 7es CbD .o

#2.

,hat is the method to arrive at decision ta'en by +hop01oint Council0Other participative forumL CaD CcD /iscussion ;nanimous CbD CdD 5oting Chair person decide.

#3.

,hat 'ind of attitude is adopted by management and union representative in the meetingL CaD CcD !ositive Co"operate CbD CdD .egative !ressure -ounting

#4.

)s there mutual trust and transparency maintained during the discussionL CaD 7es CbD .o

#>.

,ho chairs the sessionL CaD CcD -anagement representative :oth CbD ,or'men representative

#?. #@. #A.

,hat are the subject discussed in the participative forumsL How is the difference of opinion among members of the committee resolvedL re the management0,or'men representative getting properly training about their constructive rolesL CaD CcD 7es Training Re9uired. CbD .o

(B.

,hether the decisions ta'en in the meeting are implementedL CaD CcD @B"#BBH (B"4BH CbD CdD 4B"@BH :elow (BH.

(#.

re the records of participative 'eptL CaD 7es CbD .o

((.

How these participative forums help in your organisationL CaD CbD CcD CdD CdD CeD CfD CgD )n !roduction )n !roductivity )n ,or'ing Condition )n ,elfare )n -anagement !olicies F !rogrammes )n &uture !lans )n )mproving )ndustrial Relations )n dopting .ew Technology.

(2.

To what extent participative management is helpful in achieving your organisational goalsL CaD CcD :elow (4H 4B"@BH CbD CdD (4"4BH @B"#BBH.

(3.

re you satisfied with the present wor'ing of participative forumsL CaD CdD 7es )mprovement is re9uired. CbD .o

(4.

ny suggestions from your side.

8/ESTIONS AS3E0 TO T1E "O+3#EN

#. (. 2. 3. 4. >. .ame of the respondent. /esignation. Experience. Education. /epartment. /o you 'now about wor'ers= participation in managementL CaD ?. @. A. #B. ##. #(. #2. 7es CbD .o

,ho is your representativeL re you satisfied to your representative=s wor'L ,hat type of problems you have facedL ny problem which is still continueL ,hat more you want from the management F wor'men representative sideL ,hat do you thin' its continuous in futureL re you a member of any participative forumL CaD 7es CbD .o

#3.

How is the agenda decidedL CbD CcD :y management representative :y union F management rep. CbD CdD :y union representative ny other method.

#4.

)s the agenda circulated in advanceL CaD CcD ;sually .ever CbD +ome times

#>.

,hether the decisions ta'en in the meeting are implementedL CaD CcD @B"#BBH (B"4BH CbD CdD 4B"@BH :elow (BH.

#?.

How these participative forums help in your organisationL CeD CfD CgD ChD ChD CiD CjD C'D )n !roduction )n !roductivity )n ,or'ing Condition )n ,elfare )n -anagement !olicies F !rogrammes )n &uture !lans )n )mproving )ndustrial Relations )n dopting .ew Technology.

#@.

To what extent participative management is helpful in achieving your organisational goalsL CaD CcD :elow (4H 4B"@BH CbD CdD (4"4BH @B"#BBH.

#A.

re you satisfied with the present wor'ing of participative forumL CaD CeD 7es )mprovement is re9uired. CbD .o

(B.

ny suggestions from your side.

CONCL/SION
fter conducting a comprehensive study on WORKERS' PARTICIPATION IN MANAGEMENT at *hetri Copper Complex8 ) have come to the following conclusion < #. )ndustrial Relation at *hetri Copper Complex between #A?( F #A?@ were bad and tense which ultimately erupted into a general stri'e. However8 since last (B years management and labour relation are by and large harmonious with occurrence of any major stri'e or shut"down. part from )R side there has been a gradual improvement in production8 productivity8 welfare measure8 safety and other related areas. )t is apparent from the study that the success of ,.!.-. at *.C.C. is largely from the fact that this public sector company introduced the schemes in response to its felt need rather than only out of any ministerial compulsion. Reflecting a true sense of participation8 union representatives have submitted to the proposal for economy in expenditure8 scrap utilisation8 energy conservation8 timely procurement of materials etc. part from the matters other areas li'e pertaining to safety8 welfare8 recruitment8 environment and other allied issues have been discussed with the aim of sharing information and joint decision. There is a general feeling among all that G,or'ers= !articipation in -anagementG has contributed to the organisation and has given imputes. The implementation of the decision ta'en in the various participative forums is left on the part of the management alone and at times the decision is not been implemented in the right time and right spirit. There is a need to develop appropriate participative s'ills both for the managers and wor'ers for this some experts and consultant should be obtained to share the experience of the other industry. ,or'ers initiative at some levels is not recognised and encouraged. Trade union rivalry between recognised trade union and registered trade union exist. /ecision in 1oint Council and +hop Councils meetings are arrived through negotiation and persuation.

(. 2.

3.

4.

>. ?.

@.

A. #B. ##.

S/44ESTION
fter having gone through different aspects and operation of the scheme at *CC8 ) reach with my opinion through these following points are given some attention this scheme of ,.!.-. at *.C.C. < #. Registered Trade ;nion alongwith recognised Trade ;nion should have some way of representation in the participative forums and thereby the scheme may run in better way. To develop appropriate participative s'ills e.g. leadership8 inter"personnel relationship8 problem identification and analysis regular training should be provided to the wor'ers as well as the managers. The domination of pressure groups which is for vested interests should be minimised. -is"conception about participation is a treat to power and authority should be removed from a section of managers. Help of some expert or consultant should be obtained to sharp experience of other industries and explore possibilities of expanding it in other areas of management functions. /ecision ta'en in +hop Councils and 1oint Council should be implemented fully to develop to trust of common wor'ers in wor'ing of the participative forums. /ecision ta'en in various participative forums must be displayed on the notice board of the company for information of the common employees8 so that they get motivated and involved in the process of co"operation8 trust and confidence building. Responsibility of implementing decision ta'en in various participative forum should be e9ually share by wor'ers representative also should not be left to the management alone. ,or'ers participative should be extended in other areas of policies and programmes li'e planning8 diversification8 control8 inspection etc. to control mistrust. +uggestion scheme which is already in operation should be made more familiar attractive and useful to get more and more employees involved in the function of management.

(.

2. 3. 4.

>. ?.

@.

A.

#B.

##. #(.

ll the points and minutes are coming from wor'men side8 why should management not put any problems to the wor'men representatives. ll the trade unions irrespective of their rivalries8 idealogies and difference must co"operate in their own way of giving suggestion and help in achieving organisational goals. ,hile direct participation exist8 but they should be some forum created were indirect participation is encouraged8 so that common wor'ers come and giveethier ideas.

#2.

BIBLIO4+AP1.

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O+4ANISATIONAL C1A+T OF T+AININ4 0EPA+T#ENT

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IN

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