CHAPTER - IVTABLE 4.1

AGE OF THE RESPONDENTS

S. No. AGE NO. OF RESPONDENTS PERCENTAGE

1 20-30 19 38

2 30-40 28 56

3 40-50 3 6

TOTAL 50 100

Source: Primary Data

INFERENCE:

From Table 4.0, it is inferred that 56% are the respondents under

the age group of 30-40 years. About 38% are the respondents under the age group to 20-

30 years. Then 6% of respondents are under the age group of 40-50 years. And then no

respondents are under the age groups of Below 20 and above 50 years.

AGE OF THE RESPONDENTS

24

TABLE 4.2

MARITAL STATUS OF THE RESPONDENTS

S. No. MARITAL STATUS NO. OF

RESPONDENTS

PERCENTAGE

1 Married 46 92

2 Unmarried 4 8

TOTAL 50 100

Source: Primary Data

INFERENCE:

From Table 4.1, it is clear that 92% of the respondent’s marital status is

married and remaining 8% of the respondents are unmarried.

MARITAL STATUS OF THE RESPONDENTS

25

TABLE 4.3

EDUCATIONAL LEVEL OF THE RESPONDENTS

S. NO. EDUCATION NO. OF RESPONDENTS PERCENTAGE

1 SSLC 5 10

2 HSC 12 24

3 UG 23 46

4 PG 10 20

TOTAL 50 100

Source: Primary Data

INFERENCE:

From Table 4.2, it is clear that 46% of the respondent’s educational

level is UG, 24% of the respondent’s educational level is HSC, 20% of the respondent’s

educational level is PG and 10% of the respondent’s educational level is SSLC.

EDUCATIONAL LEVEL OF THE RESPONDENTS

26

TABLE 4.4

EXPERIENCE OF THE RESPONDENTS

S. NO. EXPERIENCE NO. OF

RESPONDENTS

PERCENTAGE

1 Below 1year - -

2 1-10 24 48

3 10-20 18 36

4 20-30 6 12

5 above 30 2 4

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.3, it shows that the 48% of the workman’s have 1-10

years experience, 36% of the respondent’s have 10-20 years experience, 12% of the

respondent’s have 20-30 years experiences, 4% of them have above 30 years experience

and no respondent’s of the experience below 1 years in the same company.

EXPERIENCE OF THE RESPONDENTS

TABLE 4.527

INCOME LEVEL OF THE RESPONDENTS

S. NO. INCOME LEVEL NO. OF

RESPONDENTS

PERCENTAGE

1 Below 5000 9 18

2 5000 - 10,000 17 34

3 10,000 - 20,000 20 40

4 20,000 - 30,000 4 8

5 Above 30,000 - -

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.4, it is inferred that 40% of the respondent’s income

level is 10,000 - 20,000. About 34% of the respondent’s income level is 5000 - 10,000.

Then 18% of the respondent’s income level is below 5000 and 8% of the respondent’s

income level is 20,000 - 30,000 and nobody’s income level is above 30,000.

INCOME LEVEL OF THE RESPONDENTS

TABLE 4.6

28

RESPONDENTS VIEW ABOUT LABOUR WELFARE MEASURES

S. NO. RESPONDENTS

OPINION

VALUE

(X)

NO. OF

RESPONDENTS

(W)

WX

1 Strongly agree 5 43 215

2 Agree 4 7 28

3 Neutral 3 - -

4 Disagree 2 - -

5 Strongly disagree 1 - -

TOTAL ∑W=50 ∑WX=243

Weighted average = ∑WX/∑W = 234/50 = 4.9 = 5

Source: Primary Data

INFERENCE:

From table 4.5, out of 50 respondents’ it is inferred through

weighted average that the respondents strongly agree the statement “Labour welfare

measures adopted by the management is satisfied”.

RESPONDENTS VIEW ABOUT LABOUR WELFARE MEASURES

TABLE 4.7

29

RESPONDENTS VIEW ABOUT LABOUR - MANAGEMENT RELATIONSHIP

S. NO. RESPONDENTS

OPINION

VALUE

(X)

NO. OF

RESPONDENTS(W)

WX

1 Strongly agree 5 31 155

2 Agree 4 17 68

3 Neutral 3 2 6

4 Disagree 2 - -

5 Strongly disagree 1 - -

TOTAL ∑W=50 ∑WX=229

Weighted average = ∑WX/∑W = 229/50 = 4.4

Source: Primary Data

INFERENCE:

From table 4.6 out of 50 respondents it is inferred through

weighted average that the respondents agree the statement “The relationship between

Management & labour is good”.

RESPONDENTS VIEW ABOUT LABOUR - MANAGEMENT RELATIONSHIP

TABLE 4.8

30

RESPONDENTS VIEW ABOUT TRADE UNIONS RECOGNITION

S.

NO.

RESPONDENTS

OPINION

VALUE

(X)

NO. OF

RESPONDENTS (W)

WX

1 Strongly agree 5 30 150

2 Agree 4 17 68

3 Neutral 3 3 9

4 Disagree 2 - -

5 Strongly disagree 1 - -

TOTAL ∑W=50 ∑WX=227

Weighted average = ∑WX/∑W = 227/50 = 4.6 = 5

Source: Primary Data

INFERENCE:

From table 4.7 out of 50 respondent’s it is inferred through

weighted average that the respondents strongly agree the statement “Trade unions are

properly communicated by the Management in all matters related to industrial Relations”.

RESPONDENTS VIEW ABOUT TRADE UNIONS RECOGNITION

TABLE 4.9

31

RESPONDENTS VIEW ABOUT WAGE AND SALARY ADMINISTRATION SYSTEM

S. NO RESPONSE VALUE

(X)

NO. OF RESPONDENTS

(W)

WX

1 Strongly agree 5 33 165

2 Agree 4 17 68

3 Neutral 3 - -

4 Disagree 2 - -

5 Strongly Disagree 1 - -

TOTAL ∑W=50 ∑WX=233

Weighed Average = ∑WX/∑W = 233/50 = 4.6 = 5

Source: Primary Data

INFERENCE:

From table 4.8 out of 50 respondents, it is inferred through

weighted average that the respondents strongly agree the statement “Wage and salary

administration system is satisfactory”.

RESPONDENTS VIEW ABOUT WAGE AND SALARY ADMINISTRATION

TABLE 4.10

RESPONDENTS VIEW ABOUT TRAINING & DEVELOPMENT ACTIVITIES

32

S. NO. REPONDENTS

OPINION

VALUE (X) NO. OF

RESPONDENTS(W)

PERCENTAGE

(WX)

1 Strongly Agree 5 35 175

2 Agree 4 14 56

3 Neutral 3 1 3

4 Disagree 2 - -

5 Strongly Disagree 1 - -

TOTAL ∑W=50 ∑WX=234

Weighted Average = ∑WX/∑W = 234/50 = 4.6 = 5

Source: Primary Data

INFERENCE:

From table 4.9 out of 50 respondents it is inferred through weighted average that

the respondents strongly agree the statement, “Training & development activities inside

the company are effective”.

RESPONDENTS VIEW ABOUT TRAINING & DEVELOPMENT ACTIVITIES

TABLE 4. 11

RESPONDENTS VIEW ABOUT STATUTORY RULES AND REGULATIONS

33

S. NO. RESPONDENTS

OPINION

VALUE

(X)

NO. OF RESPONDENTS

(W)

WX

1 Strongly agree 5 24 120

2 Agree 4 4 16

3 Neutral 3 20 60

4 Disagree 2 2 4

5 Strongly disagree 1 - -

TOTAL ∑W=50 ∑WX=200

Weighted Average = ∑WX/∑W = 200/50 = 4

Source: Primary Data

INFERENCE:

From Table 4.10 out of 50 respondents it is inferred through weighted average that

the respondents accept the statement, “Statutory rules & regulations imposed by the

Governmental agencies are affected the employee-employer relationship”.

RESPONDENTS VIEW ABOUT STATUTORY RULES AND REGULATIONS

TABLE 4. 12

34

RESPONDENTS OPINION ABOUT PERSONNEL DEPARTMENT

COMMUNICATION EFFECTIVENESS

S. NO. RESPONSE NO. OF

RESPONDENTS

PERCENTAGE

1 Yes 27 54

2 Sometimes 23 46

3 No - -

Total 50 100

Source: Primary Data

INFERENCE:

From table 4.11, it is inferred that 54% of the respondent’s opinion

that personnel departments are effective in communication and 46% of the respondent’s

opinion that personnel departments are not so very effective in communication and there

is no respondent’s opinion about the personnel department is effective in communication.

RESPONDENTS OPINION ABOUT PERSONNEL DEPARTMENT

COMMUNICATION EFFECTIVENESS

TABLE 4.13

35

RESPONDENTS VIEW ABOUT FIRE FIGHTING ROLE

S. NO. RESPONSE NO. OF RESPONDENTS PERCENTAGE

1 Proactive 32 64

2 Post active 14 28

3 Reactive 4 8

4 Indecisive - -

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.12, it is inferred that 64% of the respondent’s rated

the problem solving of personnel & administration department is pro-active. Then 28% of

the respondent’s rated the problem solving of personnel & administration departments are

post-active. And only 8% of the respondent’s rated the problem solving of personnel &

administration departments are re-active. And there is no respondents rated the problem

solving is in-decisive.

RESPONDENTS VIEW ABOUT FIRE FIGHTING ROLE

TABLE 4.14

36

OVER FELT OF DEFICIENCY ON THE PART OF PERSONNEL

DEPARTMENT TO PERFORM FIRE-FIGHTING ROLE

S. NO. RESPONSE NO. OF RESPONDENTS PERCENTAGE

1 Yes 31 62

2 No 19 38

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.13, it is inferred that 62% of respondents are over felt

of deficiency on the part of personnel department to perform fire-fighting role. And 38%

of the respondents are not over felt of deficiency on the part of personnel department to

perform fire-fighting role.

OVER FELT OF DEFICIENCY ON THE PART OF PERSONNEL

DEPARTMENT TO PERFORM FIRE-FIGHTING ROLE

TABLE 4.15

37

THE ROLE OF PERSONNEL DEPARTMENT IN DISCHARGING ADVISORY FUNCTION

S.

NO.

ADVISORY FUNCTION NO. OF

RESPONDENTS

PERCENTAGE

1 very efficient in giving expert

advice to the management

41 82

2 very efficient in giving expert

advice to the labour alone

6 12

3 very efficient in giving expert

advice to the management and

labour only

3 6

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.14, it is inferred that 82% of the respondents rated

that the role of personnel department in discharging advisory function is very efficient in

giving expert advice to the management, 12% of the respondents are advice to the labour

alone and 3% of the respondents are advice to the management and labour only.

THE ROLE OF PERSONNEL DEPARTMENT IN DISCHARGING ADVISORY

FUNCTION

TABLE 4.16

RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OF

PERSONNEL DEPARTMENT TO PERFORM BARGAINING ROLE38

S. NO. BARGAINING ROLE NO. OF

RESPONDENTS

PERCENTAGE

1 Yes 26 52

2 No 24 48

TOTAL 50 100

Source: Primary Data

INFERENCE:

From Table 4.15, it is inferred that 52% of the respondents are ever

felt any deficiency on the part of personnel department to perform bargaining role and

48% of the respondent’s are felt any deficiency on the part of personnel department to

perform bargaining role.

RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OF

PERSONNEL DEPARTMENT TO PERFORM BARGAINING ROLE

TABLE 4.17

RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OF

PERSONNEL DEPARTMENT TO PERFORM HUMAN RELATIONS ROLE

39

S. NO. HUMAN RELATION

ROLE

NO. OF

RESPONDENTS

PERCENTAGE

1 Yes 27 54

2 No 23 46

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.16, it is inferred that 54% of the respondents are ever

felt any deficiency on the part of personnel department to perform human relations role

and 46% of the respondent’s are felt any deficiency on the part of personnel department

to perform human relations role.

RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OF

PERSONNEL DEPARTMENT TO PERFORM HUMAN RELATIONS ROLE

TABLE 4.18

40

RESPONDENTS OPINION REGARDING THE USEFULNESS OF EXISTING

BARGAINING SYSTEM IN IMPROVING HEALTHY LABOUR –

MANAGEMENT RELATIONS

S. NO. RESPONDENTS OPINION VALUE

(X)

NO. OF

RESPONDEN

TS (W)

WX

1 Highly effective 5 35 175

2 Effective 4 6 24

3 Effective to some extent 3 2 6

4 Less effective 2 1 2

5 Very less effective 1 6 6

TOTAL ∑W= 50 ∑WX = 213

Weighted average =∑WX/∑W = 213/50 = 4.3 = 4

Source: Primary Data

INFERENCE:

From Table 4.17, it is inferred through weighted average that the

respondent’s opinion regarding the useful ness of existing bargaining system in im

proving healthy Labour – Management Relations is effective.

RESPONDENTS OPINION REGARDING THE USEFULNESS OF

EXISTING BARGAINING SYSTEM IN IMPROVING HEALTHY

LABOUR – MANAGEMENT RELATIONS

TABLE 4.19

41

WAYS IN WHICH PREVALENT TRAINING SYSTEM HELPS IN IMPROVING

LABOUR – MANAGEMENT RELATIONS

S.

NO.

RESPONDENTS OPINION NO. OF

RESPONDENTS

PERCENTAGE

1 Change in the attitude of

management

34 68

2 Change in the attitude of labour 11 22

3 Ensuring teamwork culture 4 8

4 Better appreciation of organization

realities

1 2

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.18, it is inferred that 68% of the respondent’s way in which

prevalent training system helps in improving labour – management relations are through

change in the attitude of management, 22% of the respondents opinion are through

change in the attitude of labour, 8% of the respondents opinion are ensuring team work

culture and 2% of the respondents opinion are through better appreciation of organization

realities.

WAYS IN WHICH PREVALENT TRAINING SYSTEM HELPS IN IMPROVING

LABOUR – MANAGEMENT RELATIONS

TABLE 4.20

42

RESPONDENTS OPINION REGARDING THE ROLE OF TRAINING IN IMPROVING LABOUR –

MANAGEMENT RELATIONS

S. NO. RESPONDENTS OPINION NO. OF

RESPONDENTS

PERCENTAGE

1 Highly effective 44 88

2 Effective to some extent 6 12

3 Less effective - -

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.19, it is inferred that 88% of the respondent’s opinion

regarding the role of training in improving labour – management relations are highly

effective, 12% of the respondent’s opinion are effective to some extent and no

respondent’s opinion is less effective.

RESPONDENTS OPINION REGARDING THE ROLE OF TRAINING IN

IMPROVING LABOUR – MANAGEMENT RELATIONS

TABLE 4. 21

43

RESPONDENTS OPINION ABOUT THE OBSERVATION OF TRAINING

LIMITATION

S. NO. RESPONSE NO. OF RESPONDENTS PERCENTAGE

1 Yes 28 56

2 No 22 44

TOTAL 50 100

Source: Primary Data

INFERENCE:

From table 4.20, it is inferred that 56% of the respondent’s are

observe limitation in training and 44% of the respondents are not observe limitation in

training.

RESPONDENTS OPINION ABOUT THE OBSERVATION OF TRAINING

LIMITATION

44