CHAPTER-6 FINDINGS AND SUGGESTIONS
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7.1 FINDINGS OF THE STUDY :-
The major findings of the present study on “HRD PRACTICES IN SELECTED CHEMICAL UNITS IN GUJARAT STATE are summarized ”
as follows: A. The Findings Regarding Chemical Industries Of Gujarat:
1. The Chemical Industries in India playes an important role in the economic development. At present, it is growing at more than 9% annually. 2. Indian Chemical Industry is the twelfth largest in the world. It is third in Asia, first beining China and second Japan. Chemical Industry contributes 30% of the total export from industries. 3. Chemical
Industries
in
India
provides
support
to
Pesticides,
Pharmaceuticals & Petrochemicals industries. 4. The chemical industries in Gujarat comprise of about 500 large and medium scale units about 16,000 of small scale units. 5. The Indian Chemical industries comprises of small and large scale units. At present there are about 40,000 chemical manufacturing units are operating o perating in the country and of which above 80% are covers in the small scale sectors. 6. To give boost-up to chemical industries, Government of Gujarat Gujarat has set up mega estates, particularly for chemical, at Ahmedabad, Vadodara Ankleshwar, Panoli, Vapi, Vatva, Jagadya, Vilayat,Kutch,Mehsana and Dahej. 7. Recently government has come up with Dahej PCPIR. It focuses on investment regions, Tate of the arts infrastructure, manufacturing facilities and export. 8. PCPIR is spread over 453 km of brown field area in the coastal belt of Gulf of Khambhat in Bharuch District. The proposed industrial SEZ in the PCPIR includes, petrochemical and downstream petrochemical industries,
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synthetic organic chemicals, industrial gas producing industry, packaging industries, shipbuilding/fabricating units. 9. For chemical industries Gujarat government has given high priorities with the objectives of balance, growth and generating large scale employments. 10. A large number people are directly employed in the chemical industries of India, while in Gujarat more than 50 lakh people are employed directly and equal numbers of people employed indirectly with this industries. 11. The LPG concept has swept aside technological barriers and age old monopolistic practices, introducing healthy competition in the market and above all, it has given the consumers a wide range of products and choices. 12. The Indian chemical industry has tremendous potential for economic development. Following are the major observations made about Indian chemical industries. (i) 13% of the total export contribution (ii) 13% of the industrial output (iii) 7% of the GDP (iv) 10%-12% growth per annum (v) 2% of global chemical industry. th
(vi) 12 largest in the world. rd
(vii) 3 largest in Asia. (viii) 12.5% of country‟s industrial production. 13. The demand for organic chemical industries has been increasing nearly by 6.5% annually. 14. Various chemicals provided by chemical industries is useful in constructions,
automotive,
pharmaceuticals,
fragrance,
agriculture,
fertilizers and cosmetic users. 15. To provided skills and qualified workforce Gujarat has large of number of Universities, institutions and colleges to impart theoretical and practical knowledge using state of the art, technical expertise and technology.
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B. The Finding on HRD practices on Chemical Industry of Gujarat:
1. According to present study, large scale chemical unit in Gujarat have adopted democrative leadership style while small scale chemical units have even today autocrative leadership style. A rare case is observed using free rain leadership style. 2
Chemical industries is mostly managed in a traditional way, however recently formal system of human resource planning is also adopted today around 90% units believe in formal human resource planning.
3
The study reveals that responsibility for human resource planning vest on HR manager in line with vision of tuff management. In large scale chemical units professional HR managers are employed for HRP. In medium and small scale chemical units of Gujarat HRP is done at tuff level and implemented through various layers Hierarchy.
4
There is no specifying formula available to determine the term for HRP. According to study the term of HRP ranges from 1 to 4 years. It largely depends on the size of the unit management vision and market factors.
5
Chemical Industry is highly employment oriented it provides employment to skilled, unskilled, techno crack, consultancy management, personal etc. In large number of different destination. Gujarat has chemical units located at every corner of the states, which provided employment opportunities to the lakhs of people directly and indirectly.
6
Chemical units in Gujarat Constantly go for requirement. It is done in both traditional and modern ways. In Gujarat small scale units use traditional methods while large chemical units‟ perforce modern methods for recruitment. Study reveals that 34% unskilled worker, 36% skilled workers, 10% upper level and 26% middle level employee are required using modern method by large scale units.
7
Chemical units of Gujarat use different sources for requirement. The present study reveals that of total 18% are using news papers and internet 347
for requirement for manager and officers. While employment exchange reference call of mouth are widely used to recruit workers by medium and small scale chemical units. It is also found that few chemical units have creating their old database for recruitment. 8
Promotion in chemical units motivates employees and boost up their moral. The study extracts that 41% chemical unit in Gujarat grants that promotion on the basis of seniority, 32.14% grant the promotion on the basis of combination of both seniority and merit.
9
Economics return associated with promotion is found to poor certain chemical units on account of recession have stop given promotion to employee which has become a matter of grievance.
10 All organization accepts that training is costly but absence of training too costly. To train people chemical units uses both on the job and off the job training methods. According to study 35% units provides on the job training, 31% provided off the job training. For managers and supervisor off the job training is used and for workers on the job training widely use. 11 The duration and timing for training are different for categories of employees. Training program also include computer training, behavioral training and interpersonal relationship input. During last 5 years more than 20000 employees are train using different method by the chemical units in the Gujarat. 12
Their exists significant different in wage and salary structure of large scale and small scale chemical units in Gujarat. It is found that as compared to small scale chemical units, large scale chemical units have a fairly reasonable and systematic wage and salary structure for their employees, manager in chemical units are paid compensation ranging between Rs. 25000 to 75000 for supervisor range Rs. 10000 to Rs. 20000 for permanent worker Rs. 5000 to 15000 and adhoc worker up to Rs. 5000 per month.
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13 Chemical units in Gujarat evaluate the performance for their employees during their work the term used are different. Most of chemical units under study major performance of their employee on yearly basis. Small scale chemical units use traditional method while large scale use and ideal combination traditional and modern method. Large scale units maintain up to date record of employees for their performance evaluation. Career Counseling is also discussed to employee at that time of performance appraisal. According to study 60% organization use traditional method, 17% modern, 23% use both traditional and modern methods for performance appraisal. As so below
Table No: 6.1 Method of evaluate the performance for employee
Responded No
Category
Method for Employees performance
Traditional Modern 1.
2.
3.
Manager
Supervisor
Worker
Combination of both
Total (Per)
09
10
11
30
(30%)
(33.3%)
(36.7%)
(100%)
04
10
16
30
(13.3%)
(33.3%)
(53.3%)
(100%)
21
02
07
30
(70%)
(6.7%)
(23.3%)
(100%)
Source: Based on complied and analyzed data collection Field work.
14. Employees has human being remain absent on that job for many reason.
For Present study following observation made regarding absenteeism. (i) Average absenteeism rate is below 5% (ii) More absenteeism rate is below 5% (iii) Absenteeism is seen for personnel, social and religions reason. 349
(iv) Employee of large plant remain absent their job seeking prior permission while in mini plants occasionally permission is taken and granted for the level demand (v) Alcohol and indebtedness have also been observed for absenteeism in mini plant. (vi) Absenteeism in mini plants disturbs and existing work schedule. (vii) Demand for leave is more and acute during school vacation period i.e. during Diwali and summer.
15 The industrial relations situation in chemical industry of Gujarat is reasonably good during the last 5 years their were only 2 strikes in two company only .During 2009-10 strike was found in Deepak nitrate ltd and Shreeji examine corporation and that was resolved amicably. Men days lost work tolangbly industrial relation scenario in the units under study is good and employee management relation are found to be cordially. 16 „Workers Participants in management ‟-This concept is greatly expected by the large chemical units in Gujarat, while such concept is absent in small and medium scale chemical units. According to study 7 out of 30 units Respondents that worker participant in management system are working while 23units Respondents that such system does not exist At present large scale units joint committee and join management are widely used for employee participants in management. 17 Large chemical units have been found to provide facilities beyond the stationary requirements large scale units believe that organization cannot grow unless they have satisfied workforce. In the present study in found that for the welfare and better management of the employees. Various facilities namely Transportation, insurance, bonus, vehicle, intrestfree-loan, maternity leave, L.T.C etc are given beyond statuary requirements.
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TABLE NO: 6.2
OTHER BENEFITS FOR EMPLOYEES No.
1.
D. OTHER BENEFITS Canteen
2.
Uniform
3.
House check up Medical check up Bonus
4. 5. 6.
Ventilation Facilities 7. Clean Work place 8. Parking Facilities 9. School for employee children 10. Workers education programme 11. Career Guidance 12. Library 13.
Housing loan
14.
16.
Cultural Activities Sports meet/ Facilities Stores
17.
Marriage Gift
18.
YogaMeditation Tools Expenses Company Car and Subsidies
15.
19. 20.
RATING SCALES A BA P NE 05 6 4 10 5.55% 6.7% 4.44% 11.1% 09 05 00 01 10% 5.55% 1.11% 10 05 04 40 11.1% 5.55% 4.44% 44.4% 20 00 00 06 22.2% 6.7% 12 03 00 02 13.3% 3.33% 2.22% 10 02 00 68 11.1% 2.22% 75.5% 12 03 00 35 13.3% 3.33% 38.9% 09 00 00 20 10% 22.2% 05 00 00 45 5.55% 50%
E 25 27.8% 34 37.8% 15 16.7% 48 53.3% 40 44.4% 05 5.55% 15 16.7% 21 23.3% 20 22.2%
G 40 44.4% 41 45.5% 16 17.8% 20 22.2% 35 38.9% 05 5.55% 25 27.8% 40 44.4% 20 22.2%
36 40%
24 10 00 26.7% 11.1% -
00 -
20 90 22.2% 100%
10 11.1% 23 36.7% 45 50% 25 27.8% 10 11.1% 15 16.7% 10 11.1% 18 20% 15 16.7% 25 27.8%
30 33.3% 40 44.4% 21 23.3% 30 33.3% 10 11.1% 25 27.8% 12 13.3% 15 16.7% 11 12.2% 26 28.8%
00 02 2.22% 00 05 5.55% 00 00 00 00 00 00 -
30 33.3% 08 8.9% 10 11.1% 25 27.8% 48 53.3% 35 38.9% 62 68.9% 45 50% 69 76.7% 30 33.3%
15 16.7% 17 16.7% 15 16.7%
05 5.55% 00 9 10% 05 5.55% 15 7 16.7% 7.8% 8 7 8.9% 7.8% 00 06 6.7% 7 5 7.8% 5.55% 3 2 3.33% 2.22% 09 00 10% -
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Total 90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100%
90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100% 90 100%
21.
Moving Expenses
13 30 05 00 14.4% 33.3% 5.55% -
00 -
42 90 46.7% 100%
Following observations have been made about facilities to employees based on opinions of employees selected at random during the present study;
(i) Out of 90 Respondents, 25 respondent oriented that canteen facilities is Excellent,40 said good while 10 Respondents that such facilities does not excites in their company.
(ii) 34 out of 90 Respondents that they are given uniform, such facilities excellanty.9 Respondents staiyed that uniform facilities average in their origination.
(iii) 40 out of90 Respondents agred that they are given bonus by the company beyond statutory requirements, 35 response that there are given as per low.
(iv) Parking facilities in chemical units is found to be poor and in balance. (v) “Career counseling is excellent”- as been response by 10 respondent while 30 out of 90 respondent status that good career guidance provider them.
(vi) Library facilities is provided by all organization understand 23 respondent excellent 40 good, 17 excellent and 8 said no such facilities.
(vii) Sports facilities easier not develop and accepted by the chemical units. Under study on few organizations impart sport activities.
(viii) Transportation facilities provided excellent by large scale units only such facilities is poor or not exists in small scale units under study.
18. In chemical units Gujarat there are lot of opportunity for the career growth and development for different category of employees. According to studies only large scale chemical units have traditional and informal system of
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career counseling while medium and small scale unit‟s career counseling concept is absent.
19. Employee turnover ratio is above 19% average in small units in Gujarat. Small scale unit‟s higher employee on adhoc basis and mostly under paid. The quit has reason were fresh higher opportunity is due. Sometimes location of the chemical units also responsible for higher turnover.
20. In Following are the responses of management about the nature of HRD practices in the Chemical units under study. TABLE NO-6.3 RESPONDED VIEW
NO. OF RESPONDED
TOTAL PERCENTAGE
Very good
10
33.33%
Good
09
30.00%
Average
06
20.00%
Poor
03
10.00%
Very Poor
01
03.33%
Can‟t Say
01
03.33%
30
100%
Total
Source: Based on complied and analyzed data collected through field work
Existing employee management, in response to existing HRD practices managements response was in six categories namely very good, good average, poor, very poor and can‟t say. HRD Status is very average has responded by selected chemical units under study by 06(20.0%). While 63.33% units responded that „good‟ HRD practices prevail in their units, another 10% of units each said that HRD practices are average or poor. 353
21. Following are the responses of Employes about the nature of HRD practices in the Chemical units under study. TABLE NO-6.4 RESPONDED VIEW
NO. OF TOTAL RESPONDED PERCENTAGE
Very good
19
21.11%
Good
22
24.44%
Average
30
33.33%
Poor
14
15.55%
Very Poor
03
3.33%
Can‟t Say
02
2.22%
Total
90
100%
Source: Based on complied and analyzed data collected through field work
As management responded pertaining to existing HRD in their organizations, employees of 30 units also responded freely to say about HRD situation in their organizations.11 (21.11%) employees responded that very good HRD situation in their units. Another 22(24.44%) responded that „good‟ employee management relation is prevailing; While 30(33.33%) employees viewed the average and 14(15.55%) viewed poor. 23 According to HRD Rating, both managements and employees of chemical units believe that „Good‟ HRD practices do exist in chemical industry of Gujarat. 24 Chi-square statistical test at 5% level of significance revales that views it may be conclude that views of employees and management on prevailing HRD practices are same in the chemical units under study. In other word
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there is no significance difference between views of both management and employees of chemical units about prevailing HRD practices.
6.2
SUGGESTIONS A. Suggestions for management B. Suggestions for employees C. Other Suggestions.
A
SUGGESTIONS FOR MANAGEMENT
1. Gujarat is the one the fastest developing state in term of economic/ having abundant natural resource particularly for the chemical industry. Therefore it is suggested here that present installed capacity and percentage utilization of the existing plant should be increase so as to occupy first position in industrial development in the country. For this it is needed and suggested that both government and entrepreneurs should come forward with policy and proposal respectively. 2. India has become of member of WTO, and it is expected that by 2020. India will be a termed has developed country. With respected to this chemical industries should adopt worker participation in management philosophy irrespective of size and form. 3. Promotion policy as one of the key factors that affect HRD. Therefore, it is suggested for the chemical units of Gujarat that:
There should be increased monetary and non-monetary incentives associated with promotion. Present incentives are inadequate. It is further suggested that these benefits, once granted, should be provided with immediate effect.
Promotion is the sole right of the employees. Once it is due and not given, it could create HRD problems. Therefore, it is advisable not to deprive employees of their right to promotion. 355
4. The chemical industrial has expend significantly over the past 5 year is 2009 to 2012. Reflecting a strong global economic background. The share of Gujarat Government with respect to the selected unit is 31% respective leave therefore it is suggested here that if the share is enhanced its can generate more large scale employment and promises to achieve balanced growth. 5. A combination of benefit program is the most effective and efficient means of meeting economic security needs. 6.
To stay completive organization must invest in effective strategy to motivate staff. From the line manager to top executive understanding what factors or factors motivate your employers is the key to gaining the HR advantage that lead to success in our challenging market place. It is a must to have keen understanding of what motivates its staff so that one has competitive workforce advantage.
7. Annual increment should partly be linked to seniority or years of service. The logic for seniority based increments is that as a person accumulates his skills get sharpened his efficiency tends to increase. 8. Chemical Industries are the key industry in India, which employee lakhs of people directly. There is no much formal education and training given to the employee so it is suggested that,
University should impart formal education especially for chemical industry.
A Specially training centre in association with government and the chemicals manufacturer association should be established for operational training.
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Behavior and computer training programmes should be arranged for enhancing their knowledge and skills, which will promote efficiency and overall organization development.
9. Employment conditions and working conditions should be improved to that of international standard. 10. A human Resource policy reflects the image of existing employee Human Resource Development. Hence Periodic review should be made in the policy. Further transient human resource policy ensures good government of the organization. 11. For the performance appraisal function in chemical units it can be suggested that:
Performance must be evaluated regularly for all employees at all levels
scientifically.
Performance rating must be communicated to the respective
employees.
12. More and more chemical units should come forward to provide facilities to their employee beyond statutory obligations, because employees are the most valuable asset of the organization and they should be appreciated by value-addition from time to time. All organization use Human Resource planning but the effective use of this subsystem is need of that time. Thus, effective and timely manpower planning must be done. 13. Internal sources of recruitment should be focused more because the existing employees feel satisfied secured and they get the positive feeling that they are the members of the organization.
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14. For wage structure which is at present inelastic and traditional, should be revised and new consistent and acceptable wage system and structure should be adopted for better HRD. 15 Indian economies are passing through a sea change of liberalization, privatization and globalization process. Gujarat is now „Developed‟ State. Under such circumstances, to suit changes and globalize culture, it is suggested that employees of chemical industry, should be train to create good HRD climate and environment. 16 The HR managers are expected to keep in tune with the changing time, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process. 17 The process of recruitment should be flexible adaptive and responsive to the immediate requirements. The process should be cost effective also. 18 The training programme should be catering to the needs of the organization, individual and group. It should be well planned and organized keeping in mind the audience available and resource. Employee participation in planning training programme should be increased at shop floor level. There should be blending of informal way with formal method of imparting training. Proper feedback has to be done after training exercise. 19 A successful shift work plan must satisfy three critical factors: business requirements, employee needs and safety standards. This enables the company to work smarter and satisfying the goals of the overall organization. 20 For the welfare of employees of chemical units it is suggested that maternity benefits should be made available to the female employees and paternity benefits to male employees. 358
21 The earnings of an employee are directly co-related with the working of an employee. Therefore, it is required by the management to plan and design systematic and dynamic wage salary structure so that overall organizational effectiveness is achieved. 22 It is suggested to emphasis on competency-skill based pay and the total compensation package should include the base pay and variable pay (also called the performance pay) 23 In order to minimize absenteeism & labour turnover, management should improve the existing working condition. And the organization should be an attractive workplace where the employees can work in safe and healthy surrounding. The issues, which come up to, the management, should be dealt within the framework. The top management should realize that it is their responsibility to satisfy the employees by improving the working environment. 24 For employees HRD practices given to employees of chemical units of Gujarat state, it is suggested that:
(i)
Maternity benefits should be made available to female employees, paternity benefit to male employees, child care leave for the concerned employee.
(ii)
A system should be provided and maintained for interest free, short term loan facility to needy employees.
(iii)
Career guidance centres should be opened in the plant, where career counseling is made available to the employees.
(iv)
A rich library should be provided to facilitate reading and enhance their knowledge and skill
(v)
Canteen facilities should be improved on account of items and service. 359
(vi)
In the organization more cultural activities should be organized where in the employees come closer to each other and become informal.
(vii)
Regularly sports meet should be organized where healthy competition and team spirit develops
(viii)
When an employee gets transferred from one place to another moving expense should be given to them since they are the part & parcel of the organization.
(ix)
When there are more than 30 female workers having children less than 6 years, crèche facility should be provided.
(x)
There should be informal get together where both the parties can know each other better (employers & employees)
(xi)
Worker education programme should be developed and improve upon to make the employees aware of latest technology and developments in the world around.
(xii)
Yoga and meditation programmes should be arranged for health awareness and for cordial industrial environment.
(xiii)
With respect to the legally required payments as per the amendments made, change should be done in the organization from time to time.
(xiv)
Since it is expected that by 2020 India will be a developed country, the chemical can think of introducing those benefits which are flourishing in developed countries now like guaranteed annual wage, prepaid legal expenses. Jury duty and bereavement paid leave, unemployed compensation, paternity leave, child care leave,
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severance pay, vacations & voting leave, cafeteria plans. So, in this way we can be at par with the competitive world.
(xv)
Existing HRD practices should be enhanced further and provided effectively to acceptable level.
25
A positive attitude is contagious and can change the attitude of every employee around. It is essential that employees experience on going motivation from management to perform their work to the best of their abilities. Regular contact with employees is necessary to show that you care about their contributions. Another way to beat low moracle is to develop an employee satisfaction survey. This is an easy, anonymous way for employees to voice their concerns and problems without being identified. Issues that are brought up from the survey can be addressed during an organizational meeting. Extra ways that an employer can construct an environment that motivates employees includes:
Staff lunches
Holiday celebrations
Employee of the month
Continuing education programme.
26 At present Indian economy is parsing through a sea change process of LPG. In this respect, India has already become a member of the world trade
organization
(WTO).
Under
these
turbulent
circumstances,
management of the selected fertilizer and chemical units believe that.
The government should now amend present obsolete and outdated labour laws. Government has started acting in this direction to enact labour laws consistent with liberalization
process. Under these circumstances maintaining and improving 361
employees‟ HRD practices will be a difficult and a challenging task.
The present productivity of an Indian worker is very low as compared to international standards. The government and the management have to join hands together to solve this problem keeping in mind the HRD practices.
27 Many a time, it was found that employees have very little choice in this
benefit packages. Most of the workers were unaware of all the benefits to which they were entitled. This lack of knowledge often caused employees to request for more benefits to meet their needs. For example, senior worker may want improved retirement plans while younger workers seek improved insurance coverage for dependents. CHART NO.: 6.1 ADMINISTRATIONS OF FRINGE BENEFITS Environment
Establish Benefits Objectives
Assess Environmental Factors
Assess Competitiveness
Communication Benefits Information
Control Benefits Costs & Evaluation
Source: (HRM, K. Ashwathappa, 2006) 362
28 This is particularly true when employees do not have to contribute financially. To overcome these problems following steps are suggested while administering indirect remuneration as shown below. It is rightly said that you cannot satisfy each and every demand of all the employees in a particular organization. If the majority of the demands and wants are taken care of, then the organization would succeed in motivating and retaining the employees. A key role has to be played by the organization in formulating a strategic plan towards the fulfillment of the prospective demands of the employees.
29
Current benefit packages have evolved over the years from plans that addressed the basic needs of the workers and provided minimum benefits to the individuals. Today, we see a much more complex pattern of plans with enhanced flexibility, tailored to meet the needs of individuals and costing public sector and private sector organizations dearly in terms of rupees. Employees in general are more educated, more sophisticated and more demanding of remuneration including fringe benefit. Employers are therefore required to devise newer benefit plans to attract and retain competent personal keeping a watch on the benefits costs. The future of fringe benefits is clear- there will be more and more demand for them and the employers must be prepared to meet the growing demand.
30 Fringe benefit programmes should be looked at as a worthwhile corporate instrument in HRM. 31
Future policies planning in this area will have to keep in view some fresh reference points. Non unionization and skills shortage are no more relevant for policy consideration.
32 Any meaningful package of benefits must reflect some perspective planning. Inflexibility brings stagnation.
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33 Separate programmes directly beneficial to workers from those that are directed towards community welfare. Clubbing them together adds to their cost. This may not be liked by workers. 34 It is advisable not to have a facility rather than neglecting it in its administration. 35 Poor internal communications hurts the programme in at least 3 ways:
More money is spent for officers welfare
Excess money spent on corporate image building at the cost of more bonus
Priority to officers‟ children in admissions to schools. Therefore make the internal communication system effective
36 Devise new ways to involve workers and their representatives at all levels of planning and implementation.
B
SUGGESTIONS FOR EMPLOYEES
1) The fringe benefits are a growing part of the compensation package. The unions and employee association should play a significant role in the development of fringe benefits. 2) The employees should realize that they are the most valuable asset of the organization 3) The employees should actively involve themselves in workers participation in management and actively involve themselves when formulating HR policies and play an important role in policy framing 4)
The employees should create an environment which is congenial and believe in this motto “home away from home”
5)
They should realize that if they grow the organization also grows
364
6)
The employees should believe in “give and take formula” which means give your fullest commitment in work and take the fullest credit in the form of monetary and non-monetary rewards.
7) The employees should be open-minded and should actively participate with the management 8) The employees should contribute positively and dedicatedly in the economic development of the country 9) The employees should be frank enough to talk about the changes required in the fringe benefits 10) The employees should realize that showing their greatest weapon is not the solution to any problem. Most importantly the employees should value the benefits given to them by the management. (i)
The employees should be self-motivating and treat every day as a new and a challenging one and give results beyond expectations. This will give utmost satisfaction to the employee and make them feel like their own organization.
(ii)
The employees should believe in concept of grabbing opportunities to excel.
(iii)
There should be trust and confidences between the employees and employers work without any differences
(iv)
Maximum attention should be taken by the employees to solve the problem then and there. For that frank interactions should take place between employer and employees to reduce prejudices and biases the employees should posses positive qualities within them which impresses the management in the long run
(v)
A truly representative enlightened and strong trade union should come into existence and function strictly on constitutional lines.
(vi) The employees should believe in the concept of CHANGE. change brings growth within the employees. 365
(vii) The employees should be clear with the benefits availed to them, because the most organization the employees are not aware of benefit package which he is entitled for. The employees should clear their doubts regarding welfare activities and benefits at the time of induction procedure itself. (viii) The employees should feel free to tell the truth about any changes to be made in the work place without repercussions, then their ideas concerning innovation, quality and productivity will flourish
C
OTHER SUGGESTIONS
1. In this era of greater personal responsibility and demographic changes, the government, employers and individual should change their approaches to financial security and how it can be maintained through employees‟ welfare activities and benefits. 2. HRM must realize that any problem an employee faces in his/her personal life will ultimately be brought into the work place. Therefore it is suggested to introduce employee assistance programmes that help the individuals to deal with stressful life situations. 3. Industrial discipline is essential for the growth of industry. It is more essential for maintenance of cordial employee-management relations. It is suggested that motivation, communication and leadership should be made more effective to reduce and remove indiscipline. 4. There should exist mutual trust and confidence between employer and employee. There should not be any difference of opinion. It is important to have a long term perspective of things to ensure that good people do not go away when they are needed the most by the organization. 5. It is also a universally accepted fact that good industrial relations are fruitful in getting higher productivity. So it is suggested that employee
366
management relations should be sound. This can make employees enthusiastic and efficient. 6. Full, free, frank, formal & informal interactions among people and particularly between superiors and subordinates are suggested for better mutual understanding so as to reduce prejudices and biases. 7. By developing trade unions, employee welfare can be boosted. Once workers get secured about their jobs and working condition, their productivity increases. Hence they tend to put more efforts in their work. 8. Although benefit plans are often referred to as employee benefit, it is necessary that the employer also benefit. The employer needs benefit plans in order to recruit and especially to retain competent employees. The employer also needs to control costs of benefits and is able to anticipate such cost. This should be accomplished more easily with formal plans rather than informal plans. 9. The success of any organization is determined by its team, its people, their caliber and attitude to succeed and outright perform. Unlike any machinery that gets devaluated or depreciated with the time and age, HR are appreciated with age and experience. If one can effectively manage HR a major construct of increasing productivity and improving performance would be largely taken care of. 10. As a part of social security the children of employees should be given priority. Even some privileges should be given to them by creating Government schools and colleges for employee children. 11. If an organization has to operate as an integrated unit, it is necessary that the top management keeps lower level management people satisfied and win confidence and avoid any kind of misunderstanding. There should be Employee Welfare initiatives which are:
Refrain from laying off people
Re-skill/cross-function training of employees to keep them engaged. 367
Counseling on managing their personal financial matters better a necessity during the tough times.
Celebration of success and achievements to boost employee morale, even if the celebrations are small in scale.
Felicitating the best performers – a fill up to make them continue to excel.
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