A

SYNOPSIS
ON
ROLE OF TRAINING & DEVELOPMENT IN
INDUSTRIAL RELATION

In the partial fulfillment of the requirement for

The award of the degree of

Master of Business Administration

2015-2017
SUBMITTED TO : SUBMITTED BY
Mrs. Vibhuti Sharma
Priyanka Goel
MBA 4th Sem.
Roll No. 1508570043

S.D. COLLEGE OF MANAGEMENT STUDIES,

MUZAFFARNAGAR
 OBJECTIVES OF THE STUDY

1. To find the nature of relationships in and between different organizational

levels.
2. To assess the relationship between Employees, Unions and Employers.
3. To offer suggestions for improvement of industrial relations in employers
4. To offer suggestions by assessing the industrial democracy.
5. To promote and develop congenial relations between employees and employer.
 Research Methodology:

1 Any discipline whether small or serious will generally been noticed by the line
supervisory. It can be either behavior in discipline or violation of production
norms

2 A communication to that effect will be written in the prescribed proformance

3 By the true supervisor where he will narrate the incident of the/nature of the
indiscipline, the worker is indulged, in a send to the head of the department.
The head of the department then goes through the complaint and conducts the
preliminary enquiry. He writes his comments over the seriousness of the
indiscipline and his name is sent to the two general managers. The head of the
department will not comment over the proposed action of the punishment.

Research Design
. A certain sample of workmen and staff has been chosen for the process. The
views of staff and workmen have been extracted separately with the help of a
pre-devised questionnaire. And in the due process of the study a detailed
analysis has been done on the responses given by them.

Data collection method

The data collected to carry out the study involves two types of data.

1 Primary Data: The primary data has been collected from the employees. This
data helps most for the completion of the study by providing full and direct
information, which needs some interpretation and analysis, to attain the
objectives of the study.

2 Secondary Data: This secondary data has been collected from various sources
such as books, journals, magazines and sites. Although the data collected or
gathered from these sources neither participate directly in the analysis nor
influence the outcomes. This forms a basis for an effective approach in
 making a report of what has been studied. This data forms a part of the report
and facilitates to acquire pre-requisite knowledge regarding the study under
consideration.

Data collection tools

1 To collect the above-mentioned primary data, the following tools can serve at its
best:
2 Personal Interview: The employees under consideration have been interviewed
personally to get the desired responses by asking questions. And those
responses were noted.
3 Structural Questionnaire: The questionnaire consists of a set of close-ended
questions, which are orderly arranged to extract the best from employees. In
this study we make use of the questionnaire, for collecting the responses of
workmen level and staff level separately

Research measuring tools

To carry out the above laid research design and to collect data in the prescribed
manner, we have to use a tool that facilitates our study. As we cannot take all
employees into consideration certain sample of staff and workmen is
considered.

1 Sampling: To best suit this study a stratified sampling is undertaken. As per the
companys requirement the following sampling plan is designed.
2 Sampling plan: The employees come to plant in 4-shifts viz., A-shift, B-shift, C-
shift and one General shift. . There are 6 departments
3 Sampling size:
 INTRODUCTION

The concept of Industrial Relations means the relationship between employees

and management in the day-to-day working industry. But the concept has a wide
meaning. When taken in the wider sense, Industrial Relations is a set of
functional interdependence involving historical, economic, social,
psychological, demographic, technological, occupational, political and legal
variables.

According to Dale Yoder, Industrial Relations are a whole field of relationship

that exists because of the necessary collaboration of men and women in the
employment process of an industry. The concept of industrial relations has been
extended to denote the relations of the state with employers, workers, and their
organizations. The subject therefore includes individual relations and joint
consultations between employers and work people at their work place collective
relations between employers and their organizations and trade unions and part
played by the state in regulating these relations.

Three Actors of Industrial Relations

According to John T. Dunlop three major participants or actors of industrial
relations viz., workers and their organizations, management and Government
are identified.

Workers and their organizations

The total worker plays an important role in industrial relations. The total worker
includes working age, educational background, family background,
psychological factors, culture, skills etc., Workers organizations prominently
known as trade unions play their role more to protect the workers economic
interest through collective bargaining and by bringing pressure on management
through economic and political tactics.
Employers and their organizations
Employer is a crucial factor in industrial relations. He employs the worker, pays
the wages and various allowances, and regulates the working relations through
various rules, regulations and by enforcing labour laws. Employers form their
organizations to equate or excel their bargaining power with that of trade
unions. These organizations protect the interest of the employer by pressuring
the trade unions and government.

Government
Government plays a balancing role as custodian of the nation. Government
exerts its influence on industrial relations through its labour policy, industrial
relations policy, implementing labour laws, the process of conciliation an
adjudication by playing the role of a mediator etc.,

Principles of Sound Industrial Relations

Maintenance of sound industrial relations is as crucial and difficult as that of
human relations. Hence, the following principles should be followed to maintain
sound industrial relations:

Recognition of the dignity of the individual and of his right to personal

freedom and equality of opportunity.
Mutual respect, confidence, understanding, goodwill, and acceptance of
responsibility on the part of the both employer, management and workers
and their representatives in the exercises of the rights and duties in the
operation of the industry.
Similarly, there has to be an understanding between the various
organizations of employers and employees who represent the
management and workers.

Functional requirements for Sound Industrial Relations

Top management support: Since industrial relations is a functional staff

service, it must derive authority from the line organization. This is
accomplished by having the industrial relations director report to the top
line authority- the president, chairman or vice-president. Besides, top
management must also set an example for others.
 Sound Personnel Policies: They constitute a business philosophy for the
guidance of the human relations decisions of the enterprise. The purpose
of such policies is to decide ahead of emergency and what shall be done
with a large number of problems that may arise daily. Policy can be
successful only when it is followed at all levels from top to bottom.
Adequate practices: Adequate practices should have been developed by
professional in the field to assist the policies of the units. A system of
procedures is necessary to translate intention into action. The procedure
and practices of industrial relations are the tools of management which
keep the supervisor ahead of his job; the work of time-keeping, rate
adjustments, grievance reporting a merit rating.

Detailed supervisory training: To carry out the policies and practices by

the industrial relations staff the job supervisors must be trained in detail,
and the significance of the policies must be communicated to the
employees. They must be trained in leadership and communication.

Definition and concept of Industrial Relations

The term Industrial Relations comprises Industry and relations. Industry

means any productive activity in which an individual is engaged, and
relations means the relations that exist in the industry between the employer
and his workmen. Observers like Dr. Kapoor say, Industrial Relations is a
developing and dynamic concept and as such no more limits itself merely to the
complex of relations between the unions and management but also refers to the
general web of relationships normally obtaining between employees- a web
much more complex than the simple concept of labor capital conflict.

Different authors have defined industrial relations in somewhat different way.

Below are given some oft-quoted definitions:

FUNCTIONS OF INDUSTRIAL RELATIONS

Communication is to be established between workers and the

management in order to bridge the traditional gulf between the two.
To establish a rapport between managers and the managed.
 To ensure creative contribution of trade unions to avoid industrial
conflicts, to safeguard the interests of workers on the one hand and the
management on the other hand, to avoid unhealthy, unethical atmosphere
in an industry.
To lay down such considerations which may promote understanding,
creativity and co-operative ness to raise industrial productivity, to ensure
better workers participation

Characteristics of Industrial Relations

Industrial Relations are outcome of employment relationship in an

industrial enterprise.
Industrial Relations develop the skills and methods of adjusting to a
cooperating with each other.
Industrial relations system creates complex rules and regulations to
maintain harmonious relations
The government-involves to shape the industrial relations through laws,
rules, agreements, awards etc.,
The important factors of industrial relations are: employees and their
organizations, employer and their associations and government.

Importance of Industrial Relations:

Industrial Relations constitute one of the most delicate and complex problems
of modern industrial society. Industrial relations has become one of the vital
aspects in todays industrial system as the times have always been changing
bringing a lot of change in working and living conditions of people. Keeping
pace with changing trends and tough competition with the world outside has
become the key factor. Many changes have occurred in just a few decades with
the advent of Industrial Revolution. The need for a more sophisticated industrial
system should be devised keeping employee and his needs in mind. The
importance of employee relations can be appreciated by observing the following
aspects/changes:
 With growing prosperity and rising wages, workers have gained better
living conditions, polished education, sophistication and generally greater
mobility.
Career patterns have changed as growing proportions have been
compelled to leave the farms and become wage and salary earners under
trying factory conditions.
Large number of men, women and children dwelling in urban areas under
mass ignorance are drenched in poverty possessing diverse conflicting
ideologies. The working organizations in which they are employed have
become larger and shifted from individual to corporate ownership.
There also exist status-dominated, secondary group-oriented,
universalistic and aspirant-sophisticated class in the urban areas.
Employees have their unions and employers their bargaining associations
to give a tough fight to each other and establish their powers.
The government has played a growing role in industrial relations, in part
by becoming the employer for millions of workers and in part by
regulating working conditions in private employment.
Rapid changes have taken place in the techniques and methods of
production. Technological advances have eliminated long established jobs
and have created opportunities that require different patterns of
experience and education.
Non-fulfillment of many demands of the workers has brought industrial
unrest. They are the points of flexion and the base of industrial edifice.

All these changes have made employment relationship more complex. Hence, a
clear understanding about these is as interesting as it is a revealing experience.
The creation and maintenance of good relations between the workers and the
management is the very basis on which the development of an Industrial
Democracy depends. It in turn seeks to gain cooperation of the two partners in
industry in the field of production and promotes industrial peace.

The healthy and orderly industrial relations in an enterprise generate attitudes

that procreate progress and stabilize democratic institutions. Stable industrial
relations means a situation when requirements of management and the work
force are discussed between them in a spirit of mutual trust and confidence and
without causing friction. For example, the management would like to develop
stable relation with a view to getting a disciplined and conscientious workforce
for more work. This would reduce supervisory and administrative work as also
enable better planning for future production and expansion. The workforce, on
the other hand, expects liberal thinking by management and a more human
approach to its need by giving stable relations. Stable relationship is, therefore,
means to an end and not an end in itself. The unions are also involved in
industrial relations. Through stability they obtain for the work force more
benefits. The Government would like stable relations to prevail both for better
production and for easier law and order.

LIMITATIONS
1. The response regarding the relationship between workers- supervisors
creates a feeling that there is an congenial work environment. But these
responses may be biased as the employee fear of superiority. This
environment should be maintained to protect the interest of employees.
2. The workers staff members relation is a bit drowsy, mutual co-operations
in the work environment should be entertained to develop a sense of
belonging ness.
3. The workers-union relationship is dominating, such that, all the interests of
the workers are effectively protected by the union. The unions formidable
requests should be granted to maintain these type of relations
4. The union-management relationship is going nicely till times. This is the
most delicate relationship, where the progress of the company lies on, and
this relationship have constant whistle such that any undesirable effects
wont occur.
5. The industrial relations in G.T.N Textiles are not in bad situation, as well as
not in a good situation. These relations can change overnight which may
cause adverse affects, so adequate earlier measures should be
undertaken to strengthen the existing relationships.
6. The company should be preplanned in those aspects, which are having
more probability to happen.
7. The staff-union relationship is sending alarming signals, which should be
considered at earliest to face the resultant effects.
8. The staff members are not close up-to-the mark, especially in I.T
department, which lack of perfect co-operation between them.
9. Prominent strategies have to be adopted to provide an congenial
environment respective to relations specified above, and the existing good
relations are to be improved to meet the changing requirements, which
will result in an perfect Industrial Relations and motivate us to perform our
business uninterruptedly but with anease
BIBLIOGRAPHY

S.No Nameof the author Title Name of the Publishers

1 Weihrich & koontz Essentials of Management Tata Mcgraw Hill-2000

2 Subba Rao HRM & IR Himalaya - 2002

3 Richard Pettinger Organizational Behaviour Macmillan-1990

4 Dale Yoder Personal Management Prentice Hall of India-1992