Industrial Relation In BHEL Bhopal

IIP PRESENTATION

PRESENTED BY : GAURAV KOTIYAROLL NO. : PGDM151702053

BATCH : HR

INTRODUCTION TO BHEL BHOPAL

BHEL, Bhopal established in 1964, ( Mother Plant ) is an integrated power plant equipment manufacturer and one of the largest Engineering and Manufacturing companies in India in terms of turnover.

It has 15 manufacturing divisions , 2 repair units , 4 regional offices , 8 service centres , 8 overseas offices and 15 regional centres.

It has been acquiring and adapting some of the best technologies from leading companies in the world including General Electric Company , Siemens and Mitsubishi Heavy Industries Ltd.

It has been awarded by MAHARATNA . BHEL is ranked 9th most Innovative company in the world by US Business magazine

forbes.

BLOCK DESCRIPTION

Block 1A :- Fabrication Block 1B :- Hydro Turbine , Tanks Block 2 :- Electrical Machine Block 3 :- Transformers Manufacturing , Capacitor & Bushing Block 4 :- Switchgear , Controlgear Block 5 :- Foundry Division Block 6 :- Steam Turbine Block 7 :- Factory Store Block 8 :- Coils & Insulation Block 9 :- Traction Motor block Block 10 :- Lamination Cutting

UNDERSTANDING INDUSTRIAL RELATION IN BHEL BHOPAL

The term ‘Industrial Relation’ comprises of 2 terms :-

‘Industry’ and ‘Relations’ “Industry” refers to “ any productive activity in which an individual ( or

a group of individuals ) is are engaged. By “ Relations” we mean “the relationship that exist within the industry

between the employer and his workmen.” The term industrial relation explains the relationship between

employees and management which stem directly or indirectly from union-employer relationship.

UNDERSTANDING IR

During a recent Parliamentary Committee visit to BHEL Bhopal, a member of the committee asked a worker……..

“ DOES YOUR TRADE UNION HELP YOU IN SOLVING YOUR PROBLEMS ”

THE WORKER REPLIED

‘’ SIR , IT’S THE TRADE UNION THAT IS A PROBLEM !!!

IR SCENARIO IN BHEL BHOPAL

BHEL got the ‘BEST IR’ Award in 1982 No all India strike in its units since it’s inception In Bhopal Unit no strike since1990 BHEL is pioneer in Workers Participation in

Management (WPM). It is a three tier structure marked by thee distinct feature.

• Participation from top most level to bottom level• Wide spread participation

THREE ACTORS TO IR

EMPLOYEES

STATE

EMPLOYER

ROLE OF EMPLOYEE

To redress the bargaining advantage on one-on-one basis.

To secure better terms and conditions for their members.

To obtain improved status for the worker in his / her work.

To increase implementation of democractic way of decision making at various levels.

ROLE OF EMPLOYERS

Creating and sustaining employee motivation.

Ensuring commitment from employees.

Negotiating terms and conditions of employment with Trade Union leaders.

Sharing decision making with employees.

ROLE OF STATE

Labor Policies

Labor Laws

Industrials Tribunals

Wage Boards

Industrial Relation Policy

IT’S ALL ABOUT HUMAN RELATIONSHIP

HUMAN BEING IS THE PIVOT OF THIS RELATIONSHIP : A factor that exists independently and is capable of intelligent thinking & responsible actions.

AND THERE ARE BROAD DRIVES IN HUMAN NATURE : Innate sense of

dignity, conscious of right’s , self esteem , complex emotions , opportunity & satisfaction.

AND MAN SEEKS ESTEEM OF OTHERS : Craves recognition , want’s to be

trusted and respected.AND

MAN HAS INSTINCTS OF SURVIVAL AND NEEDS SECURITY : Material needs (Food / Clothing / Shelter etc.) Hazards of future.

ESSENTIALLY IT IS HUMAN RELATIONS AT WORK PLACE

AND HE NEEDS TO SATISFY HIS SOCIAL INSTINCTS : Wants to join others to secure common interest / team work.

AND WE ALL KNOW THAT

WHEN THESE ARE SATISFIED : He is Happy , Cooperative & Productive

AND IF NOT : He is – Morose ,Aggrieved and Bitter

CAUSES FOR POOR IR

The main reason are as follows :- Indiscipline. Unhealthy working conditions at the workplace. Lack of human relation skills on the part of supervisors and managers. Desire of worker for higher bonus, wages or daily allowances. Desire of employers to pay as little as possible to it’s workers. Strikes by the workers. Inter-union rivals.

DEVELOPING SOUND IR

Developing trust between Labor and Management.

Maintenance of Industrial Peace.

Continuous feedback & monitoring.

Existence of sound , democratic Trade Unions.

CODE OF DISCIPLINE

To maintain harmonious relations and promote industrial peace, a code of discipline has been laid down which applies to both public and private sector enterprises.

It specifies various obligations for the management and the workers with the objective of promoting cooperation between their representatives.

APPROACHES TO IR

There are mainly three approaches to IR :

1. UNITARY APPROACH

2. PLURALISTIC APPROACH

3. MARXIST APPROACH

1. UNITARY APPROACH

IR is grounded in mutual co-operation, individual treatment, team work and shared goals.

Union co-operate with the management & the management right to manage is accepted because there is no ‘ we they feeling ’.

Assumption : common interest & promotion of harmony No strikes are there.

It’s a reactive IR strategy. The seek direct negotiations with employees.

MAKING OF IR MAN

BE A PATIENCE LISTENER. BUILD PEACE TIME RELATION. PERSONAL COMMITMENT (SAY WHAT YOU MEAN &

MEAN WHAT YOU SAY). LOOK FOR ALTERNATIVES KEEP THE COMMUNICATION ON,PARTICULARLY

DURING THE DISPUTES. DIFFUSE THE SITUATION. ADOPT A HOLISTIC APPROACH.

DATA ANALYSIS AND INTERPRETATION

RANDOMLY WE TAKE A SAMPLE OF 50 NO. OF RESPONDENTS WHO GIVES THE PERSONAL ANALYSIS AND INTERPRETATION ABOUT THEIR JOB ( ARE THEY SATISFIED , SHARE EXPERIENCE ETC).

ANALYSIS AND INTERPRETATION

Q1. Since how many years have you been working with BHEL ?

Options No. of Respondents Percentage of Respondents

0-5 Years 13 26

5-10 Years 8 16

10 to 15 Years 9 18

More than 15 Years 20 40

ANALYSIS AND INTERPRETATION

0

5

10

15

20

25

30

35

40

0-5 Years 5-10 Years 10 to 15 Years More than 15Years

Interpretation:

26% respondents were working from 0-5 Years, 16% were working from 5-

10 years, 18 from 10-15 Years and around 40% of the employees are working

from more than 15 years.

ANALYSIS AND INTERPRETATION

Q2. Are you satisfied with the Top Management ?

Options No. of Respondents Percentage of Respondents

Yes 49 98

No 1 2

ANALYSIS AND INTERPRETATION

Yes4998%

No12%

Interpretation:

From the above table and graph it is clear that 98% of the respondents are

satisfied with the top management of BHEL, 2% of the respondents are not

satisfied with the role of top management.

ANALYSIS AND INTERPRETATION

Q3. Are you satisfied with the working hours at BHEL ?

Options No. of Respondents Percentage of Respondents

Yes 50 100

No 0 0

ANALYSIS AND INTERPRETATION

Yes50100%

No00%

Interpretation:

The above table shows that all the employees (100%) are satisfied with the

working hours.