Professional Documents
Culture Documents
SUBMITTED BY
Sushanta Barik
SUBMITTED TO
CERTIFICATE
This is to citify that the work entitled Industrial Relation Practices in
HINDUSTAND
AERONATIC
LIMMITED,
SUNABEDA,
ENGINE
fulfillment
of
MBA
curriculum
of
DDCE
SAMBALPUR
UNIVERSITY, SAMBALPUR.
Ramakrushna Sahoo
Faculty in Human
Resource Management
EXAMINERS CERTIFICATE
This project is submitted by Satya Narayan Meher of MBA bearing the
Roll No. 11MBAS09238 under DDCE, Sambalpur University and forwarded
for evaluation.
Internal Examiner
External Examiner
CERTIFICATE OF APPROVAL
This is to Certify that the Project Entitled:
Industrial Relation Practices in HINDUSTAND AERONATIC LIMMITED
Submitted by Satya Narayan Meher (Roll No. 11MBAS09238), Sambalpur
University, Burla towards partial fulfillment of the requirements for the award of the
degree of Master of Business Administration (MBA) is a bona fide record of the work
carried out by him under the able guidance of Sushanta Barik, Faculty, Maa
Manikeswari Educational Trust.
DECLARATION
I hereby undertake and declare that this submission is my original
work and, to the best of my knowledge and belief, it contains no
material previously published or written by another person nor
material which has been accepted for the award of any other degree or
diploma of any Institute or other University of higher learning, except
where due acknowledgement has been made in the text.
ACKNOWLEDMENT
CONTENTS
CHAPTER-I
INTRODUCTION
CHAPTER-II
CHAPTER-III
CHAPTER-IV
CHAPTER-V
CHAPTER-VI
BIBLIOGRAPHY
CHAPTER-I
INTRODUCTION:
Labour today is the front page' news throughout the world.
The concept of Industrial Relations & Personnel Management
centers around "labour". Generally labour sells his physical &
mental services to others with a motto to earn his living. Hence
they should be recognized as a part & parcel of the organization.
But in early stages of industrialization he was exploited
ruthlessly due to self seeking objectives of capitalists. During this
period social conditions of workers had reached their lowest ebb.
The workers were over worked. Women & children were employed in
factories & mines in unhygienic conditions, slums & overcrowding
around the factory were common people in industries were not
treated as human beings. Unimaginable long hours of work in ill
lighted, ill-ventilated factories & lower wages barely enabled them to
keep the fire of life burning. It was a movement where out manhood
was brutalized to maximum extent, womanhood was dishonored &
childhood poisoned at every source.
But every day is not Sunday. Gone are those days when
labour was treated as
use of & discarded when value went down. Thanks to rapid changes
in science & technology, behavioral science universal recognition of
human rights, the management of industry came to realize that
the worker does not only brings his hand to the organization but
8
he is also utilizes his head for the betterment of the organization &
is essentially
a human being having a heart full of emotions & finer things life.
Simultaneous to this the worker also become educated enlightened
day-by-day & started demanding his rights. Hence they are
regarded as the partner of the production in today's industrial
world.
Now fate of employers is guided by fate of workers. Now
management is trying their best to magnetize workers by providing
different welfare measures. The cordial relationship that exists
between labour & management is known as labour management
relation in industrial cycle.
Yoder
defines,
"Industrial
Relations
describe
in
the
field
of
Personnel
Management,
Industrial Relations.
To get overall experience of an organization, its day to day
problem & the experience of a personnel executive in
10
company.
In a border sense the present study enables a student to
understand;
Organization structure & internal organization of personnel
department.
Functions of Industrial Relations Department.
Functions & duties of personnel department.
Management culture & style.
The causes, consequences & techniques
of solving disputes.
Handling
of
day-to-day
grievance
of
workers.
Trade unionism & collective bargaining.
Thus, both theoretical & practical knowledge will help one to
understand about the subject, projects the whole edifice of the
organization in which the study has been conducted.
IMORTANCEOFTHESTUDY:
The subject Human Resource Management (MBA) is a
professional source, of which the researcher is a student. In any
in
practical
situations.
Human
Resource
Management
by
theory".
Moreover
theory
and
practice
are
METHODOLOGY
For investigating & acquiring scientific knowledge about any
problem situation or subject, a researcher has to make out the
methodology of the study, which refers to the body of methods or
techniques used in conducting the study. To make the present
study more scientific, the following methodology has been adopted.
were
with
the
help
of
structural
scheduled
LIMITATIONS
While conducting the research work, the researcher had to
face some or other difficulties. The present study also does not
escape from it. The limitations are as follows:
The time allowed for data collection was about to one
month. It is difficult to get all information within a short
span of time.
HAL, KD being a defense production unit, most of the
data are kept confidential, as per "Official Secret Act
1923".
The hindrance before the researcher was that most of the
executives as well as the workers were busy with their
normal work.
Some times the executives opined from their own
personal experiences while the workers, union office
bearers gave information from their angle and not as per
14
CHAPTERISATION
The study is presented in a more specific manner for better
convenience of the readers & for this, the entire study has been
divided in to five chapters & is arranged in logical sequence. So
far as the first chapter is concerned it covers the introduction of
the subject. In the second chapter, a brief profile of the
organization is given. In the third chapter a detail function of
personnel department & industrial relations department is
made. In the fourth chapter, industrial relations practices it
H.A.L, (KD) is given. In the fifth chapter the whole discussion is
concluded & suggestions are given.
15
CHAPTER-II
BRIEF HISTORY OF HAL
The Hindustan Aeronautics Limited at Koraput division was
established to manufacture aero engines for fitment of MIG type of
aircraft. Construction for Koraput division at Orissa started in
1964 & the actual production of engines started in 1969.
HAL is the backbone of India's Air Defense. An agreement
was signed in August of 1962, with the Soviet Union for the
manufacture of MIG-21 EZFL Aircraft under license. The Aero
engines factory at Koraput, Hyderabad has been set up to meet his
requirement under the name of Aeronautics India Limited on 1 5t
Oct. 1964 & the company under the name Hindustan Aeronautics
Limited was formed.
The government sanction for the first phase of construction
of the aero engine factory at Sunabeda, in the Koraput district of
Orissa was accorded in March 1964 & the factory started
manufacture of R11 F2-300 series III engines for the fitment on
MIG-21 FL Aircraft from 1968-69 onwards. The first engines of
imported category were manufactured in Dec. 1968 & various
categories of engines were produced during the subsequent years.
The first raw material engine was produced in Feb. 1971.
The floor area of factory buildings (1,09,212 sq. mts.) as well
as plant & machineries have provisioned for the manufacture of
120 engines ofF2 series & overhaul of 144 engines per annum on
16
production
programmes
for
the
factory
also
includes
Organization at Present
Over the last six decades, HAL has grown progressively into
an integrated Aerospace Organization with the indigenous design
and development of advanced light Helicopter (ALH-Dhruv),
Intermediate Jet Trainer (UT) and light Combat Aircraft (LCA-Tejas).
The ongoing major projects and programmes include ALH
(both in military and civil roles), IlT, LCA, Pilot less Target Aircraft
(PTA), SU-30 MKI and Hawk Advanced Jet Trainer.
Aligning
with
emerging
future
requirement,
HAL
has
18
Establishment
HAL, KD was established in the year 1964, Management is a
private sector under taking under the ministry of defense,
Government of In1ia. As this organization is registered one, the
Regd. No. is KT-62 (SI. No. 00169).
Raw Materials
The work of HAL, KD is mostly concerned with mechanical
meteorological engineering activities. The main raw materials used
for this purpose are steel, aluminum, manganese etc. are produced
with in the country. However, some materials like alloys are
imported from Russia as well.
Trade Unionism
20
being
remotely
located
offered
closest
AIRCRAFT
ENGINE
INDEGOUS NAME
MIG-21FL
R-ll
BADAL
MIG-21 M/MF
RII-F2S/F2SK
TRISHUL
21
MIG-21 BIS
R-25
VIKRAM
MIG-23 MF
R-29
RAKSHAK
MIG-23 BN
R-29B
VIJAY
MIG-25
R-29B
GARUD
MIG-27M
R-29B
BAHADUR
MIG-29
RD-33
VAJ
GANT
ORPHEUS
AJEET
10
HF-24
ORPHEUS
MARUT
11
HJT-16
VIPER-II
KIRAN
12
JAGUAR
ADOUR MK-803
SHAMSHER
13
MIKAGE-2000
M-53
VAJRA
14
HS-748 (A VRO)
DART-531
CHITRA
15
ALLOUTEE
16
AN-32
SUTLUJ
17
MI-8
PRATAP
18
MI
AKBAR
19
HPT-32
PISTON
20
SU-30
AL
31 FP
ENGINE
PURPOSE
1
NO.
HT
TRAINER
PUSHPAK
TRAINER
KRISHAK
MARUT (HF-24)
GROUND ATTACK
MARUT (TRAINER)
KIRAN MAKE-II&IA
AGRICULTURAL
BASANT
GROUND ATTACK
AJEET
ABTRAINER
22
HPT-32
TRANSONIC JET
10
AJEET
TRAINER
QUALITY POLICY
Manufacture & overhaul products to fully meet customers
quality & reliability requirements including functions,
maintains ability & life characteristics with due attention
to economy in production & delivery schedule.
Adherence
to
manufacture,
approved
assembly
specification
test
&
during
delivery
with
receipt
strict
prevention of defects.
Selection,
development,
evaluation
&
monitoring
of
CUSTOMERS
The main customer of the organization of the HAL, KD is
India Air Force. But after the new economic policy was introduced
23
OBJECTIVES
The objectives of the company are as follows:
To conduct its business economically and effectively that
it can contribute its due share to the national effort for
achieving a self-reliant and self-generating company.
Serve as an instrument of the National policy to achieve
self-reliance in the design and production of aircraft: and
aeronautical equipment to meet the countries changing
and growing needs with special emphasis on military
requirements.
To develop and maintain an organization which readily
respond and adopt the changing motive of socio-techno
economic relationship and wherein a climate of growing
professional
competence
25
self-discipline,
mutual
understanding
deep
commitment
and
sense
of
CLASSIFICATION OF EMPLOYEES
The employees are classified according to their status. They
are classified into direct workmen & indirect workmen. All the
employees are skilled. All the employees are paid on time rated
basis. The employees are placed in Scale-l to Scale-IO according to
their status. The total manpower is 3410, out of which 762 are
executives,
workmen-2648,
direct
workmen-I
539,
indirect
COMPETITORS
These are the indirect competitors because HAL is a supplier
of fighter planes where as these are supplier of passenger planes.
They are -The Boeing, The Lockheed Martin, The DassauIt, and
The Saab Gripen. There are no direct competitors of HAL.
India has signed a $1.75 billion contract to buy 66 Hawk MK
132 Advanced Jet Trainer.
26
TRANSPORTATION
Company's transport is provided for recreation /picnic
purposes to employees welfare fund on payment of nominal rates.
Children of the employees studying in DA V College, Koraput &
school children inside the township are provided free transport to
their schools.
Maliguda,
Kakigam,
Janiguda,
Sanabadigam,
Chikapara , Dumriput.
The following facilities are being extended to these villages by the
division Complete Medical aid & treatment in HAL hospital.
Besides this special medical camps are organization
periodically in these villages for treatment, surgery, family
planning & child immunization.
Free/confessional education to the children of these
villages in the educational institutions runs by HAL
through Aeronautics Education Society.
For the benefit of the school going children, there is free
distribution of study materials in the schools of the
adopted villages.
Provision of community center.
27
FINANCIAL POSITION
HAL is a profit making public sector unit. The financial status
of the organization for the last 5 years is as follows:
Year
2006-07
51.13
2007-08
58.64
2008-09
67.64
28
2009-10
81.00
2010-11
126.30
SOURCES OF FUNDS
APPLICATION OF FUND
Issue of debenture
Redemption of debentures
Repayment of loans
Purchase of asset/investment
Non-operating income
Payment of dividend
Standing
Orders
under
the
industrial
Employment
Safety measures.
Complaints & grievances.
Acts of misconducts.
o Minor misdemeanors.
o Major misdemeanors.
Penalties for misconduct.
Procedure for dealing cases.
Special procedure.
Service certificate.
Inventions & patents.
Retirement.
Liability of manager.
Exhibition of standing orders.
Proof of age or date of birth.
Sufficiency of service of notice, etc.
Loss of company property.
Processions.
Accidents.
Interpretation of standing order.
Saving.
WELFARE MEASURES
Statutory Welfare Measure
31
32
33
Present status
A long term agreement with M/s Pratt & Whitney Corp.
Canada have been signed for export of critical rotating components
HAL has been accorded" NAVARATNA status by the government.
2900-45-3125-50-4875
2/A
3000-55-3275-60-5735
4/B
3650-80-4050-90-6660
3950-95-4425-105-
6/C
4100-110-4650-1207470
4500-130-5150-1407650
7/D
4700-150-5450-1608650
5200-170-6050-1808970
8/E
9/F
10
34
6100-185-7025-1959650
10535
35
EXECUTIVES
Grade
Scale of pay
Grade EO
13500-23000 .
Grade E1
17500-30000
Grade E2
22000-34000
Grade E3
26500-37000
Grade E4
30500-40000
Grade E5
34000-44000
Grade E6
37000-47100
Grade E7
40000-52500
Grade E8
45000-58200
Grade E9
52000-64000
DIRECTOR
75000 (Fixed)
CMD
80000 (Fixed)
&
non-executives.
The
executive
effectiveness
shown
decline.
Planned
&
systematic
execution
of
Industrial
organization
commonly
divides
the
are
those
who
directly
control
subordinates
in
production lines while staff executive are those who act in advisory
or functional relationship to other executives. An officer has direct
control over the staff in his own department & in relation to other
department his work is advisory. According to the organization
chart of HAL, KD, it has following departments. The function of the
department is directly related to production staff department is as
follows:
Personnel Department.
Industrial Relations Department.
Legal Department.
Security Department.
Town Administration Department.
Transport Department.
Medical Department.
Besides these, this division has other department such as:
Central laboratory Department.
Civil Engineering Department.
37
Commercial Department.
Computer Service Department.
Customer Service Department.
Design Liaison & Indigenization.
Diversification & Exports.
Forge & Foundry.
Manufacturing Division.
Overhaul Shop.
Plant Engineering Department.
Quality Control Department.
System Audit.
Tool Engineering Department.
COMMUNICATION REVOLUTION
Catching up with the modern times, HAL took a big leap to
install tools of corporate communications. With a view to
streamline the flow of information from the company a state of the
art corporate communications department started functioning
officially on June 4, 2006.
Three months into its launch in the Delhi Wing of cropcom
was set up in mare cord time of seven days. With the sole aim of
empowering people through the simple yet powerful channels of
information & to build a corporate identity a series of measures
are being initiated by corpcom for the fusty time in the history of
38
any PSU in India, & in house weekly news paper named "Minsk
Square Matters" was launched by HAL.
A world-class publication, set to act as HAL's official
mouthpiece is also on the anvil.
in
R&D,
Technology,
Managerial
Performance
39
41
CHAPTER-III
STRUCTURE AND FUNCTIONS OF THE PERSONNEL
DEPARTMENT
INTRODUCTION
The duties & responsibilities of the personnel department to help
the management regulate & administer the employment of human
resourse effectively. The personnel department looks-after recruitment,
selection, placement, induction, performance appraisal, promotion &
transfer of its personnel. The Personnel Department is headed by the
Genera Manager. There is a Deputy Personnel Manager, Personnel Office
(Recruitment) & an Assistant Personnel Officer (Statistical Policy) to help
the chief Manager. Below the ranks of the Deputy Personnel Manager,
there is an Assistant Personnel Officer 8 subordinate to him are two
supervisors. Similarly, two Chief Supervisors are placed under the
personnel officer (Recruitment) to help the management under scale 10.
There; one senior Assistant Supervisor to assist the Assistant Personnel
Officer(Statistical & Policy) under scale 9. The structure of personnel
deptt. is given in figure-2.
ESTABLISHMENT SECTION:
The personnel officer of the establishment department ha certain
42
STATISTICS SECTION:
The personnel officer of the statistics section deals with the
following functions:
To
maintain
the
record
regarding
manpower
in
MiG
POLICY SECTION:
The personnel officer of this section deals with the policy matter
regarding service conditions of employees, correspondence with the MD's
office/corporate
office
seeking
various
classification
on
rules
&
regulation received from the corporate office. It also deals with personnel
bulletin, personnel memorandum 8 circular relating to various rules &
43
RECRUITMENT:
The sources of manpower supply are many & varied & the
organization must know what & where they are, in order to fill up their
personnel needs. There are varieties of sources of recruitment, but in
H.A.L, KD, It fills up its various vacancies with the help of following the
sources.
Employment Exchange
Local press.
Campus Recruitment.
Recruitment of dependent of the deceased employees.
Recruitment of land affected persons.
Recruitment of distinguished sportsman.
However, presently the recruitment has stopped due to the surplus
manpower. Voluntary retirement scheme was operation for the few years
back which has also been stopped s a company has been able to reduce
the workmen to considerable extent especially the dead wood workers
were given the first preference to the option for the VRS.A 'resent, only
the professional owing skills of managerial engineers are given preference
for recruitment.
DISCIPLINARY ACTION:
Disciplinary action means taking necessary action against an
individual when the departs from the code of conduct observed by the
44
of
various
report
from
putting
up
department
on
disciplinary matters.
Receiving
explanation
&
notes
to
higher
45
PERSONNEL POLICY:
The company has well formulated & declared personnel policy. The
personnel policy is formulated at the corporate level. The policy of the
company is very much necessary essential to guide & lead. If there is no
policy, there will be chaos. Management finds maturity over its decision
through personnel policy. Personnel policy relates to the overall business
needs through, recruitment & training. Thus, according 0 the needs, the
organization gets good people & acquires them according to their skills &
experience.
46
Relations Department.
Printing of various proformas/formats in day to use in the division
is done in the press. It also caters to the duplicating needs of stencil,
Type-outs of all the offices/Dept. of the entire factory. The printing press
also binds the booklet etc. thus printed as per necessity.
Workers Canteen Caters Tea/Snacks services six times in a day of
24hrs. in all the departments and shops at 25 service points. It provides
daily lunch to- 500 employees approx and to 400 contract laborers (only
issuing of rations)
It also provides dinner to 200 employees daily. In order to cater to
these needs workers canteen works round the clock on shift basis.' Since
canteen is the most vulnerable point for eruption of industrial relation
problem, all the activities are carried on with care, caution and adequate
planning.
Executive canteen provides tea services in the Administrative
Building. It also provides lunch to about 100 executives daily.
Industrial Relations department deals with establishment and
administrative matters pertaining to 383 PF Alc holder contract labourers
deployed in the division through seven labour supply contractors. The
department exercises control over sanctioned man days accorded every
quarter.
All
the
bills
submitted
by
the
contractors
through
user
statistics
regarding
these
48
contract
labourers
are
with
recognized
trade
union
and
officers
Sital
Sashti",
"
Ratha
Yatra",
"Janmastami",
51
52
CHAPTER-IV
TRADE UNION: A THEORETICAL FRAMEWORK
INTRODUCTION:
In India Trade Union is a response to the challenge thrown by the
modern factory system. The economic activity of man which developed
gradually from the hunting, fishing an pastoral mode of life, through the
agricultural,demostic an handicrafts stage, to the modern work shop and
factory system created along with this development a number of
problems some of which are the recognition of private property, division
of society into two distinct classes of divergent interests, control of
industry and consequently of the means of production in the hand of few
entrepreneurs, emergence of industrial proletariats, unplanned growth of
cities and increasing unemployment arising out of technologies" changes,
cutting down the wages below the subsistence level, exploitation of
female and juvenile workers and intensification of labour. So the birth of
labour movement and later of the Trade Union Movement can be traced
to the attempts of certain social workers.
In the modern day, the relationship between the employer and
employees has been lost and their relations become very cold. Today in
an industrial life the wage earners stand isolated in a very weak
bargaining position with their employers, because labour has certain
peculiarities. So labour is the most perishable of commodity dependence
and immobility. It has no reserve power. Hence workers are unable to
bargain with the employers on -fair terms and deserve for higher profits.
53
Individually, the worker does not know his importance and value in the
market and hence he is not in a position to place himself accurately with
his employers. Hence
he Trade Union came into existence; their growth and function are
depended on the political, economic and intellectual development in a
country.
So Trade Unions are important constituents of the industrial relation
system in any society that permit decentralized decision making and
group interest to shape the work rules.
OF
TRADE
UNION
IN
H.A.
L,
KORAPUT
DIVISION:
H.A.L.KD came into existence in the year 1964 by way getting up
of its project office. The first batch mechanic trained at HAL, Bangalore
for Koraput division have join he division in the year 1966,After their
joining the number of workmen have substantially increased. They felt
the need in having a Trade Union to voice their immediate grievance
matters of heal the welfare etc. As an outcome of such feeling the Trade
Union
titled
"Hindustan
Aeronautics
Employees
people, since due to non-affiliation it could serve the best interest of the
working class without political interference This single union remained
in power in H .A. L, KD for more than three decades i.e, from 1966 till
the end of may 1996.
As the country experienced the wave of BJP after 1990,in the
same way some of the members of the working class in H.A. L felt the
need of bringing another union into power Such disgruntled members
formed another union titled "Hindustan Aeronautics Mazdoor Sangh
(HAM.S)'affi1iated to BMS which turn owes its originating from
BJP political party. The said union was registered with the appropriate
registering
authority
wide
registration
NO.57/92.However,HAEA
Implementation
and
Evaluation
officer,
t he aforesaid rule.
On completion of the said tenure of two years. Verification of
membership through secret ballot as per the provision of the aforesaid
rules was again held on 8th June 1998.This time also HAMS won the
election by securing 56.731 votes in there favors. Accordingly HAMS was
recognized it remained in power till the end of June 2000.
The election was held on 17th may 2000; the HAEA secured more
number of votes (54-71%) then HAMS. Accordingly it was recognized by
the management of HAL, KD and came in to power after a break of four
years.
Office Bearers
Numbers
President
1
56
Working President
Vice-President
General Secretary
Secretary
Treasurer
57
Sl.No
Office Bearers
Numbers
President
Vice-President
General Secretary
Secretary
Treasurer
Office secretary
INDUSTRIAL
DISPUTE
AND
ITS
METHODS
OF
SETTLEMENT
There
are
two
important
aspects
of
industrial
relation
of
Dispute means
that
arises
from
day
to
day
workers
very far reaching. They disturb the economic, political and social life
of a country. Industrial dispute are not less- than war. As it was the
causalities and sufferings do not remain confined to soldiers fighting
in the front. Similarly in case of industrial disputes adverse effect
doesn't remain confined to the employees and employer of the
industry. Though it starts locally. A war has every possibility of
engulfing the entire humanity; similarly the industrial dispute affects
the entire community. Indus trial dispute in basic Industries is like
big stone thrown in to a pond causing ever widening wave: till the
entire pond is engulfed. Naturally the workers, the employers, the
community and the nations suffer more or less the industrial dispute
results in huge wastage of man-day and hamper the production. The
workers are also badly affected more than one ways. They loss wages
for striking time. For meeting day to day expenses debts have to be
incurred, employment is lost and future prospects becoming down,
disturbing the family life, personal hard ship mental tension develop
and persist. The unsuccessful strikes leads to financial losses make
workers disappointed and shake their confidence in the trade union.
The employers also suffers heavy losses not only through
stoppage of production, reduction in sales and loss of crushing down
the strikes, engaging strike breakers and black legs, maintaining a
police
force
and
guards,
organizing
counter
demonstration,
62
review then intakes decision unilaterally. This doesn't review any type
of agreement between the management and union. Most of the minor
facilities have been extended to the workman through this kind of
method.
settling
it.
In
the
organization
there
are
various
IMPLEMENTATION OF AGREEMENTS
After collective bargaining both party reach to agreement where
the negotiation takes place. The agreement plant level is done by the
recognized union. In the organization the recognized union is
Hindustan Aeronautics Majdoor Sangh. After completion of the
negotiation. The agreements are implemented by the management.
Industrial Peace and harmony has remained at its best H.A.L, KD,
since its inception. The continuous appraisal of the industrial relations
climate in H.A.L.KD shows that very cordial and harmonious industrial
relations are maintained in the division since its inception till date.
During all these years, the division has experienced two strikes and
one lock out, except, the same there has not been any instance of
breaking down of industrial peace (Relations Machinery).The details of
the above two strikes and one lock-out are as follows:
(1) The first strike occurred in the division in 1997. Its duration
was for 7 days. The immediate cause of the strike was improper water
supply to the township maintained by this company. The strike was
resolved with the signing of tripartite agreement after discussion
64
across the table between the both the parties and the conciliation
officer. Approximately 10,500 man days were last during the said
strike.
(2) The second strike occurred in the division in 28th December
1980 and continued up to 19th March 1981 for 81 days. The strike
commenced at the cal! Of the ALHALTUCC as protest demanding
priority with the settlement of Bangalore based public sector
understanding BHEL. Since the wage settlement signed by the HAL
prior to it was having a clause providing scope that HAL will reconsider
giving increase wage provided a similar public sector undertaking
signing wage settlement on a later date gives increase of wage to it
worker, Approximately 1,53,9000 man days were lost by the division.
(3) The division experienced one lock-out for 11 days fro 13th
December 1988 to 23rd December 1988.The employees of the shift ke.
Once at the commencement of the shift. Next after lunch break and at
the end of the shift. The standing order provides for late entry into the
factory only at the commencement of the shift i.e, within 15 minutes of
commencement of the shift and with in one hour with the permission
of the departmental head. It was observed by the management that
most of the employees entered the factor late by more than 15 minutes
after lunch breaks. A circular was issued by the management that both
the entry gates will be closed after 5 minutes of closer of lunch break.
This caused wide spread resentment among the employees. The started
tool down strike from 8th December 1988 and the employees planned
to take lunch in the subsidized canteen managed by HAL emeses on
12th August 1988.The coupons for lunch were sold in huge quantity.
65
As a result
of such
deplorable
and violent
situation
(3) EXPLANATION:
The following shall not amount to penalty with in the meaning of
this rule:
(a) NON- PROMOTION OF AN OFFICER:
Whether in a substantive or officiating capacity after
consideration of his case to a grade or post for promotion to
which he is eligible.
Reversion of an officer official ting in a higher grade or post
to a lower grade or post on the ground that he is considered
to be unsuitable (or such higher grade or post or in any
administrative ground unconnected with his conduct.
67
Final statement.
Report to the enquiry committee,
Order by competent authority,
General
following
members
were
present
i.e.,
enquiry
officer,
POLICY
OF
H.A.
REGARDING
PROCESS
OF
them.
(2) CHARTER OF DEMANDS:
After scrutinizing the demands, the charter of demands are jot
out, keeping the said policy in view.
in
different
situations.
According
to
Keith
Davis
OBJECTIVES
OF
WORKER'S
PARTICIPATION
IN
MANAGEMENT
To create uniform approach of employer and workers in
various
matters
of
common
interest
through
direct
negotiations.
To establish cordial industrial relations and permanent
industrial peace.
is
non-statutory
bi-partite
committee
dealing
with
74
Productivity achievements.
The areas requiring improvement in methods, progress and
layout.
Shop practices requiring improvements.
Loss of safety appliance.
Discipline.
Plant maintenance.
(b) CONSTITUTION OF SHOP COUNCILS:
Both the workman and the management represent the shop
councils. In the council the ten members each represent the
management as well as the workman. The representative of the
council.
75
management
consults
with
the
union
before
the
76
chairman
of
the
grievance
committee
and
Senior
allotment
committee
is
bipartite
in
nature.
The
The
workmen
representatives
of
the
club
are
nominated
by
management.
(a) OBJECTIVE OF THE H.A.L SPORTS CLUB:
The aims and objectives of the sports club are to promote and
faster fellowship. Physical cu1 true, athletic outdoors and indoors
games.
(b) CONSTITUTION OF THE SPORTS CLUB COMMITTEE:
The management of the club is vested in a management
committee consisting of the fourteen members given below:
President
Two vice-President
Two secretaries
Honorary Treasurer and eight members
Out of the fourteen members are nominated by the management,
including the President and ten members elected by the general body
at least once in a month or as and when it is necessary.
(c) PRACTICE OF SPORTS CLUB COMMITTEE:
When we take the general view of the club, it can be said that the
committee is functioning with co-operation between the union and the
management representative effectively.
(6) HINDUSTAN AERONAUTICS CONSUMER CO-OPERATIVE STORE
(HACCS):
The store supplies essential commodities to the employees and
78
of
nominated
members
including
chairman
from
the
fund is
invested
for
entertainment,
training & such other facilities for the people in the organisation.
79
81
of
employees
towards
better
participation
suggestion schemes.
Regular
on
going
audits
recommendations.
82
and
implementation
greater
quality
awareness.
'Promote
personal
and
leadership development.
GRIEVANCE
HANDLING
PRACTICES
AT
H.A.L,
KD
INTRODUCTION:
There was no golden age where grievance was absent in n d us
tries. Industrial disputes have their origin in grievances. The grievances
are potential agencies which are generating friction and conflict
threatening harmony and understanding of the practices. Even in best
managed companies dissatisfaction of employees would occur. Despite
83
85
STAGE III:
If the departmental head fails to give a decision within the stipulated
period, or if the aggrieved workman is not satisfied with the decision
given by the departmental head, the aggrieved workman may send a
representation to the secretary of the grievance committee for the
redressed of the grievance. A copy of the representation is to be sent by
one workman to the departmental head who gave the decision at the
second stage. The grievance committee will call for records relating to the
consideration of the grievance at the first and second stage and carefully
examine the grievance in consultation with the specific officers. If any
concerned giving personal hearing to the aggrieved workman and give its
decision within fifteen days of the date on which the secretary of the
committee received the grievance from the concerned workman unimous
decision of the committee regarding redressed of the workman's grievance
shall be implemented, here is no unanimity in the committee in regard to
the redressed of the grievance of the workman, the workman concerned
would be informed at the gist of the views expressed in the committee.
STAGE-IV:
87
PROCEDURE:
STAGE -I:
The aggrieved officer in Grade I to VI shall present his grievance
in writing giving full details of his grievance to his Divisions Head in
88
Grade V / VI, who then needs the concerned officer in presence of the
officers
immediate
superior.
After
learning
the
Grievance,
the
Divisional Head must give his decision within 15 days of the receipt of
the grievance, if necessary, he may consult the chief of the
Administration department or Finance or Management Services
Department etc. Officers of Group Viand others reporting to GM
directly, may forward the grievance to the Grievance Redressed
Committee for consideration.
STAGE -II:
In case the Divisional Head fails to give his decision within the
stipulated time or if the officer is not satisfied with his decision, the
aggrieved officer may send representation to the secretary of the
Grievance Redressed Committee with a copy to the Divisional Head.
The committee examines the grievance carefully in relation to that in
the first stage and after consultation may give a personal hearing to
the grievant. The committee gives it recommendations to the General
Manager (GM) within one month from the receipt of the grievance by
the committee and the decision of the GM is conveyed to the aggrieved
officer within one month from date of receipt of recommendation from
he committee. The decision of the GM will be final.
STAGE -III:
In exceptional case if the aggrieved officer is not satisfied with the
decision of GM, then he has the option to appeal to the concerned
Managing Director (MD). Decisions of such appeals will be taken within
one month from the date of receipt of the appeal. Decision of the MD
will be final and binding. The MD may consult the corporate office, if
necessary, before disposing off the appeal to the concerned officer.
89
CHAPTER-V
CONCLUSION AND SUGGESTION
In the forgoing chapters discussions have been made about
different aspects of industrial relations in practice at H.A.L.However, in
this chapter, the researcher tried his best to tie up loose ends in order
to draw certain meaningful conclusions about the I.R Practices in the
organisation.The style of management, of H.A.L,KD can be considered
as participative type.
A critical evaluation of the organizational structure revealed that
the personnel department is not totally independent one. But the
structure neglects the function like manpower planning, scientific
recruitment, etc. Though the organization claims to have a pyramidal
structure but it is not actually so. At some level there are deficit
manpower & at some level there are surplus manpower which is not
conducive at its efficiency.
So it may be suggested that the manpower planning & forecasting
should be done strictly & properly .Departments have to be equipped
with adequate number of qualified professionally competent personnel.
WELFARE:
There are namely 72 welfare measures provided to the employees
as well as to the executives of H. A. L, KD. Sti11 all the employees are
not satisfied. They opine that though there are not made provisions for
all facilities neither the same are provided regularly nor are they
maintained properly. It has also been marked that all the employees
are provided with housing facilities but no repairing & maintenance
90
work is done regularly. SO, the management should take due steps for
the effective use of welfare measures.
TRADE UNIONISM:
At present there is only 2 trade unions functioning of which only
one is recognized, and all the workers are the member of the
recognized union. Generally, the unions are leader centered, so the
rank & file members are indifferent to the union activities. So, it may
be suggested that every member should be allowed to participate in the
union activities.
INDUSTRIAL DISPUTES:
Since last several years, there had been no strikes & lockouts
occurred in the organisation.The climate has been very cool & quite.
DISCIPLINE:
The number of disciplinary cases is not much to cause alarm onto
reflect a highly unsatisfactory state of industrial relations. However, the
management should not be very liberal in dealing with the cases of
indiscipline. And the management should adopt the "Hot Stove Rule"
for prompt redressed of the cases & consultancy in awarding the
punishments.
COLLECTIVE BARGAINING:
Collective bargaining in H.A.L, K 0 is partially successfully. It has
certain
lacunae
like
mutual
distrust
between
parties
&non-
92
CHAPTER-VI
BIBLIOGRAPHY
Books:
relations
&
Personnel
Management
By
P.C.Tripathy
Industrial Relations By S.C.Srivastava
Human Resource management By Dr.C.B.Gupta
Journals:
Pragati (Hindi) " a monthly journal published by the HAL,
Koraput Division, Sunabeda-2
Aeroflash, a monthly journal published by the HAL,
Koraput Division, Sunabeda-2
93
QUESTIONNAIRE TO EMPLOYEES
The purpose of this questionnaire is to elicit your opinion in
respect of some elements of Industrial Relation climate prevailing in
your organization. Please assure that the opinion expressed by you will
be kept strictly.
PERSONAL IDENTIFICATION
Name of the Employee
Sex
Age
Educational Qualification
Designation
Nature of the job: Permanent / Temporary
Scale of pay
Department in which he works
Years of experience
Religion
Nationality
94
Family status
95
QUESTIONARY
a.
b.
c.
Are you satisfied with the existing health, safety, and welfare facilities
both with in and outside the organization?
d.
and
comprehensive
What
aspects
of
industrial
relations
are
prevailing
in
your
organization?
f.
g.
h.
i.
j.
1.
Satisfactory / Non-Satisfactory
k.
l.
m.
n.
Are you satisfied with the functioning of joint forum or not? (Y IN)
o.
p.
q.
r.
s.
t.
u.
v.
Label
x.
97