adesh company project

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A project report on

WORKERS PARTICIPATION INMANAGEMENT

A dissertation submittedfor

MASTER OF PERSONNEL MANAGEMENT

Year 2010

Submitted ByRUMEE A.J SIDDIQUE

Under the guidance of

MRS SNEHAL BADHE

IBMR Institute, CHINCHWAD, PUNE


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Affiliated ToPUNE UNIVERSITY

T A B A LE O F C O N T E N T S

Topic Page No

CHAPTER -A

1. EXECUTIVE SUMMARY

Project Title

Company Brief

Objective of the Study

Interpretation of the data in brief

Limitation

Observation and Findings

CHAPTER -B

2. COMPANY PROFILE

Background of the Company

History of the Company

Major Branches/Units/Divisions

Vision of the Company

Mission of the company

Consumers of the product/services Product/service profile

Environment policy

Safety policy

Quality policy

CHAPTER -C

3. THEORETICAL ASPECT OF THE STUDY

Introduction to the topic Concept of the topic

Definition of the topic

Feature of the topic

Importance of the topic

Other theory related with the topic


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4. RESEARCH METHODOLOGY

Reason for selecting the topic

Methods of data collection-

Primary based on the questionnaire

Secondary-sub topics of chapter 3. Sample size

Data analysis method

Data interpretation methods

Presentation method

5. DATA ANALYSIS

Display the data in a tabulation sheet

Questions, graphs and interpretation for each questions

6. OBSERVATIONS

7. FINDINGS

8. LIMITATIONS

9. RECOMMENDATIONS/SUGGESTIONS

10. CONCLUSIONS

11. BIBLIOGRAPHY

Book Names ( CB Gupta Human Resource Management)

website


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ACKNOWLEDGEMENT

I would like to thank the project guide MR.PURENDER KHAN

SIR,ULHAS NEWALE for providing all the material possible and

encouraging through out the course. It is great pleasure for me to

acknowledge the assistance and contributions of our Head of the plant Mr.

SACHANAND DAKHNEJA, for his prompt and timely help in the official

clearances and valuable suggestions during the development of this project.

I would also like to express my profound gratitude to Miss JAYITA

GHOSH for her constant and valuable suggestions while doing the project

work.

I would like to express my sincere gratitude to my project guide MRS

SNEHAL MAM.


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INTRODUCTION

Industrial relations has become one of the most delicate and complex problem of

management modern industrial society. Industrial progress is impossible without the

labour-management cooperation and industrial harmony. If we talk of IR, we must

focus on the following questions.

What these relations are?

Why they become so difficult and complex?

The crux of problem is that there is a conflict of interest. It occurs from the side of

employers and employees too. Every employee, besides adequate wages and incentives

require satisfaction of physical needs, respect and recognition follow feeling and a

feeling of being esteemed by friends and other people in the groups.

Employers want to fulfill the objective of maximum profit, minimum input withmaximum output, better contribution from the employees end. The conflict of interest

can only be solved through effective labour-management participation in the industry.

Workers participation in management is the practice in which employees take part

in management decisions and it is based on the assumption of common interest between

employer and employees in furthering the long-term prospects of the enterprise and

those working in it.

Workers participation in management means sharing the decision making power by the

rank and file of an industrial organization through their representatives at all

appropriate level of management.

2. EXECUTIVE SUMMARY OF THE REPORT


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EXECUTIVE SUMMARY

The title of my project is

WORKERS PARTICIPATION IN MANAGEMENT

The summer internship at ASAL (AUTOMOTIVE STAMPING AND ASSEMBLIES

LTD) CHAKAN, gave an opportunity to orient oneself in the HR department and to

relate the theories to actual practical work culture. ASAL set up in the 1990.In 1997, the

TATA Group entered into a 50:50 joint venture with the promoter.

Automotive Stampings and Assemblies Ltd. has extensive manufacturing capability tomeet the present and future demands of a large segment of the automotive industry.

The company has four large-sized manufacturing plants in Western India & NorthenIndia with a total capability to supply nearly 30,000 tones of components and assemblies

a year.

With a range of presses - hydraulic and mechanical, single acting and double action - and

other required equipment of international standard, the plants have complete capabilities

for making complex sheet metal components of different sizes

The objective define is to study the WPM practices in the plant, to study the effectiveness

of bipartite forum in facilitating WPM, and to measure the effectiveness of WPM in

achieving harmonious Industrial Relations.

To achieve these objectives, the in-depth study of the workers participation practiced in

ASAL is done. Further the data was analyzed by the average comparison method & the

interpretation was made accordingly.

The interpretations found out through the data analysis helped to draw suitable findings.

The observations & findings of this project are based on the data analysis. It was

observed that Workers participation in management in ASAL is an effective system of

communication and consultation where workers express their opinion through their

representatives and contribute to the managerial decisions.


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In is acting at each level of participation. One recognized trade unions i.e. BMS (Bharti

Mazdoor Sangh) affiliated to Engineer Kamgarsangh are the representatives of their

respective members in the process of participation.

On the basis of the observations & findings the recommendations were given include

management should develop a true spirit of mutual co-operation and commitment for

better participation on the part of labour. For better labour-management participation,

strong, enlightened and true representation of trade unions should be developed. Workers

should be given all types of freedom to get opportunity in the management decisions.

There should be an effective two-way flow of communication in the industry. There

should be a proper arrangement for workers and their representatives to provide

education and training in the process of participative management.

The conclusion states that workers participation in management in ASAL is effective to

some extent in facilitating better participation of labour in the decision-making process of

the Organization. The Bipartite consultative committees available in the industry should

consider industry a joint endeavor in which each and every worker have an equal chance

to speak.

.

3. OBJECTIVE AND SCOPE OF THE PROJECT

Objective of the study Project work is essential to gain some knowledge and experience in the practical field

besides the theoretical aspects. Being a student, he/she should know the realities of

industrial life and to understand the changes in capacity, technological progress,

organization arrangement, description of the plant and machinery, description of raw

materials, management policy, resources, labour force, schedule of employment,


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environment protection and cost of project and means of financing. The project work

on Workers Participation in Management in ASAL has been done:-

To study the WPM practices in the plant.

To study the effectiveness of bipartite forum in facilitating WPM.

To measure the effectiveness of WPM in achieving harmonious Industrial Relations.

Scope of the study

The scope of workers participation is very wide and significant. WPM covers not only

management contribution in decision making but also the mental and emotional involved

of workers in the decision making process. Workers participation is industries are done

at different levels like shop floor level plant level, department level, and corporate level.

In todays scenario WPM is indispensable to ensure mutual understanding, higher

productivity, industrial harmony, creativity and innovation. Hence, the scope of the WPM

is vast and significant. The scope of the project cannot be made limited up to

organizational level, but also it has a wide range reaching out to employees personal life

also.

4. COMPANY PROFILE

Background and history of ASAL:-

ASAL (Automotive stampings and assemblies limited)

Automotive Stampings and Assemblies Ltd, is a TACO group company, manufacturer

and supplier of sheet metal components, welded assemblies and modules for automobiles.


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The product range includes Body-In-White (BIW) structural panels , Skin panels, Fuel

tanks, Oil sumps & Suspension parts, mainly for passenger and commercial vehicles.

Automotive Stampings & Assemblies Ltd. (ASAL) was incorporated as JBM Tools Ltd.

in 1990. In 1997, the Tata Group entered into a 50:50 Joint Venture with the promoter.

The Tata Group (Tata Industries & Tata Auto Comp) acquired 81.35% shareholding in

2002 & the company was renamed Automotive Stampings & Assem Later, in 2004, Tata

Industries transferred its shares to Tata Auto Comp Systems (TACO), making the latter,

the majority shareholder. Recently, in 2007, Tata Auto Comp entered into a Joint Venture

with Gestamp Servicios S.L., Spain. The current share holding pattern is TACO 37.5%,

Gestamp 37.5% and public 25%. The company is listed in both the BSE and NSE.blies

Ltd. Today ASAL is the preferred supplier to a host of big names, including...

>> Tata Motors >> Piaggio India Ltd.>> Fiat >> John Deere USA

>> Mahindra & Mahindra >> FORD, Europe.

>> John Deere >> Gujrat Setco Ltd.

>> General Motors

Vision of the company:

To be the most preferred destination for sourcing automotive stampings,

assemblies & modules, in chosen geographies, creating benchmark value for investors

Mission of the company:

Customers: To develop strong bonding through

Exceeding customer expectations in QCD performance

Flawless new product launches (meeting all agreed program milestones)

Creating value through differentiated product offerings

Shareholders: To create benchmark value by delivering

TSR in top quartile of the Indian Automotive Stamping Industry

Employees: To create an organization that promotes excellence by providing

Pre-planned avenues for development and growth

Freedom to experiment

Work-life balance


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Suppliers: To foster long term partnerships by

Delivering on transparent contractual terms

Ensuring enhancement of their processes and capabilities

Community: To make a difference in the community through

Sustained efforts in chosen felt needs

Creating a carbon neutral footprint

Values of the company

Customer Focus

Anticipating, understanding and focusing efforts on meeting customer needs and

exceeding

expectations

Passion for Excellence

Relentlessly improving, continuously raising the bar in everything we do

Integrity

All our actions and dealings should be capable of standing the test of public scrutiny

Responsibility

Taking ownership for the consequences of our decisions and actions

Respect and Understanding

We must be caring, compassionate, humane and respectful in all our interpersonal

dealings

We must work cohesively with our colleagues across functions to fulfill organizational

needs

Goals of the company


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1. Zero Accident

2. Zero Defect

3. Zero Breakdown

4. Zero Line stoppage

Business Units

TACO

ASAL

TATA HENDRICKSON

TATA FICOSA

TATA GREEN BATTERIEE

TACO IPD(INDIAN PLASTIC DIVISION)

TACO SCM(SUPPLY CHAIN MANAGEMENT)

TACO MOBI APPS TELEMATICS LIMITED

TATA JOHNSONS CONTROL

TATA YAZAKI

TATA TOYO RADIATOR

Customers

1. Tata Motors Limited

2. Fiat India Limited

3. Piaggio Vehicles Private Limited

4. General Motors India Private Limited

5. Mahindra and Mahindra Limited

6. John Deere India Private Limited

7. Setco Automotive Ltd

8. John Deere USA

9. Ford-UK


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Product profile

ASAL is engaged in the supply of sheet metals components , welded assemblies and

modules for automobiles .The product range includes :

1. Skin Panels Fiat Palio

2. Indica Fuel Tank

3. Indigo fuel tank

4. Tata Commercial Vehicle Oil Sump

5. Stainless Steel Reserve Tank for Tata Toyo Radiators

6. Clutch cover

7. Indica Trailing Arm

8. Indica Assembly Frame front floor

9. Body in White Parts

10. Front Suspension Sub-frame Module

11. Rear Twist Beam

KEY WORK PROCESSES IN ASAL


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Health, Safety and Environmental Policy

Business

Development

Program

ManagementStamping

Coating

Manufacturing Operations

HR & CR Sheets

Bought out parts(brackets, fasteners)

Material Procurement

SS

UU

PP

PPLL

II

EERRSS

Welding Assembly

Module Assembly

CC

UUSS

TT

OO

MMEE

RR

SS

Consumable &Spares

ToolMaintenance

PlantMaintenance

Finance ContinuousImprovement

HR IT

Key Work Processes Key Support Processes


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We shall achieve our vision by improving continuously all our business processes to

world class levels surpassing the expectations of our customers with focus on.

Improving customer services.

Improving capability of our manufacturing processes.

Reducing total costs, elimination of waste & non value adding activities.

Encouraging involvement and participation of employees in problem solving.

Developing skills of employees and suppliers through continuous training.

We shall apply the TBEM (Tata Business Excellence Module) framework in

striving for excellence and our values will determine our standards of behaviour in

creating a strong culture to guide our activities and sustain our purpose.

Climate Change Policy

Climate Change is a initiative taken from the year 2010

Tree plantation

Measurement of carbon footprints.

Study and analysis of carbon level in the organization.

List of potential areas of carbon abetment.

Making a roadmap on reduction of carbon level.

Implementation of the same with the help of cross functional teams(CFT)

Large mass of workforce will be aware of carbon footprints and climate change.

Trade Union


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OSHE SITUATION AND AGENDA FOR TRADE UNIONS

Week1) Bharatiya Mazdoor Sangh has a 3 tire structure

1) National level structure

2) State level structure

3) District level structure

Different unions affiliated to BMS and having jurisdiction in more than one states

have formed federations and have same structure in line with BMS. Unions functioning

in a particular state have formed state Federations and have 2 tire structure i) State level

structure and District level structure.

2) At every level one office bearer is given task of OSHE. A person who is

entrusted with the work of OSHE has to plan programmes according to needs of nation

and area and direct affiliated units to implement such programmes throughout the year.

On National level on following days/weeks campaigns are launched to generate

safety awareness with a motive of reduction in Accidents.

1st to 7th January Road Safety

4th to 11th March National Safety Week

14th April Fire services Day

5th June World Environment Day

In addition to above 3rd December is celebrated as "No More Bhopal Day" in

some places.

3) Following are objectives in brief behind celebration of above days/weeks.

a) Road Safety Week - to generate awareness about safe and defensive driving.

b) National Safety Day - To ensure that safety and health are integrated in work

culture and life style. To renew the commitment of the employees towards

safety and health at workplace. To achieve greater participation of employees

in OSHE activities.


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c) Fire Services Day - It is celebrated to know about fire fighting and

fundamentals of fire prevention and fire extinction.

d) World Environment Day - This is celebrated to raise environmental awareness

and mobilise action in different sectors of the society in order to improve the

quality of environment and life.

e) No More Bhopal Day - This day is celebrated to recapitulate dangers and ill

consequences of such type of accidents.

Manufacturing process flowchart


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5.THEORETICAL ASPECT OF THE STUDY


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Introduction

Workers participation in management is the practice in which employees take part in

management decisions and it is based on the assumption of common interest between

employer and employees in furthering the long-term prospects of the enterprise and those

working in it.

Workers participation in management means sharing the decision making power by the

rank and file of an industrial organization through their representatives at all appropriate

level of management.

WPM is now a global movement------a combination of socio-culture, political,

economical and technical aspects.

The industrial pressures have created a worldwide demand for greater participation of

workers in management.

Concept of Workers Participation in Management

Different authorities define and interpret workers participation in management in

different ways. For example, employers interpret it as the joint consultation prior to

decision making. Employees consider it as equivalent to co-decision while experts often

regard it as association of labour without final authority or responsibility in decision

making process.

Workers participation in management is a mechanism through which workers have a say

in the decision making process of an enterprises.

According to Keith Davis, Participation refers to the mental and emotional involvement

of a person in a group situation which encourages him to contribute to group goals and

share in the responsibility of achieving then.


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Features of WPM

From the above definition the following feature of WPM can be identified:-

Participation means mental and emotional involvement rather then mere physical

presence. It is more than consent or approval to managerial action.

Workers participate in Management not as an individual but collectively as a group

through their representative.

Workers participation in management is based on the theory that a worker invests his

labour and ties his fate to his place of worker. Therefore, he has a legitimate right to

share in the determination of the company policy.

WPM may be formal or informal. In both the cases, it is a system of communication

and consultation where employees express their opinion and contribute to managerial

decision.

WPM should be distinguished from collective bargaining. The former is based on

mutual trust and information sharing. On the other hand, collective bargaining is

essentially based on power play and negotiation.

There can be four levels of participation shop floor level, plant level, departmental

level, and corporate level.

There are four degrees of participation:-

Communication

Consultation

Co-determination

Self management

Objectives of WPM

WPM seeks to achieve the following objectives:-


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Less resistance to change: Workers often resist change due to fear and ignorance.

When workers participate in the decision making, they come to understand that

change is ultimately in their own interest.

Creativity and innovation: Participation encourages workers to think and take

initiative. Their talent and ability can be capitalized.

In nutshell, WPM has the following benefits:-

Increase in understanding

Increase in the sense of responsibilities.

Better decisions

Increase in workability of workers

Improvement in morale

Leads to team work

Increase in quality, quantity and productivity.

Good industrial relations.

Forms of WPM

Several methods have been suggested and tried for ensuring WPM. Some important

forms of WPM are as follows;

Information participation-----ensures that employees are able to receive the

information and express their views.

Consultative participation-----ensures that employees are consulted.

Associative participation-----ensures that unanimous decisions are taken.


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Administration participation-----where employees are participated for taking

administrative decisions for smooth day today operations.

Decisive participation-----where joint decisions are taken.

Suggestion Scheme----- Under this system, workers are invited and encouraged to

offer Suggestion for improving the working of the enterprise. A suggestion box is

installed. Any workers can write his suggestion and put it into the box. Good

suggestions are accepted for implementation and suitable rewards are given to the

concerned workers.

Works Committee----- under the Industrial Dispute Act 1947, every establishment

employing 100 or more workers is required to constitute a works Committee. Such

Committee consists of equal number of representatives of workers and management.

The main purpose of works committee is to provide measure for maintaining good

relations between the employers and employers.

Joint Management Council-----Under this system, JMC are constituted. These

councils consist of equal number of representative of employers and workers

concerning working of industry. The decisions of these councils are advisory in

nature. Working conditions, accident, prevention, indiscipline, absenteeism, and

training brought before JMC. While works committee are formed at shop floor, JMC,

are instituted at plant level.

Worker Directors----- Under this method, one or two representatives of workers are

nominated or elected on the Board of Directors. This is a full-fledged and highest

form of WPM- in India. DCM and a few other Companies provide representation to

work on their Board of Directors.


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Co-partnership----- In this method, workers are made shareholders in the company

on which they are employed.

Joint Consultation-----Joint Consultation is the process whereby employer consults

the workers either directly or through their representatives and seek their opinion on

various issues which retaining to him the right to take decisions. It is carried on

through joint consultative committees consisting of the representative of both

employers and workers. Joint consultation is a popular form of labour participation in

Management. Joint consultation includes matters not covered in collective

Bargaining. Workers training; productivity and Quality improvement scheme,

Grievances, disciplinary problems, safety measures and incentive schemes can becovered under Joint consultation.

Following are the benefits of Joint consultation.

It promotes mutual trust.

It is a step towards industrial harmony.

It is a key to industrial democracy.

It improves job satisfaction and morale of workers.

It encourages creative & Innovations among workers.

It reduces employees resistance to change.

Shop Council -----The main features of the shop council are as follows:-

There shall be a shop council for each department or shop whether a JMC already

exists or not.


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Each shop council shall consist of equal number of representatives of employers and

workers. The employers representatives shall be nominated by the management and

must consist of persons from the unit concerned. All the representative of workmen

shall be from the workers engaged in the department.

The number of members of each council may be determined by the employer in the

consultation with the registered union.

All decisions of the shop council shall be on the basis of consensus and not by a

process of voting.

Every decision of a shop council shall be implemented by the parties concerned

within a period of one month.

Such decisions of a shop council which have a bearing on another shop or the under

taking as a whole will be referred to the JMC for consideration and decision.

A shop council, once formed, shall function for a period of 2 years.

The council shall meet at least once in a month.

Functions of shop council:

Assist management in production targets.

Improve productivity and efficiency including elimination of wastage and optimum

utilization of machine capacity and manpower.

Assist in maintaining general discipline in the shop.

Identify areas of low productivity and take necessary steps at shop level so as to

eliminate the causes of low productivity.

Suggest health, safety and welfare measures to be adopted for smooth functioning of

the shop or department.

Study absenteeism in the shop and recommended steps to reduce them.

Look after physical condition of working such as lighting, ventilation, noise, dust.


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Ensure proper floe of adequate two way communication between labour and

management.

Joint Council----- The unit employing 500 or more workers has to be a joint council

for the whole unit. The main features of the council are as follows:-

A joint council shall function for a period of two years.

Only such members who are actually engaged in the unit shall be the member of the

joint council.

The chief executive of the unit shall be the chairman of the council. There shall be a

vice chairman who will be nominated by the work members. The joint council appoints one of the members as its secretary.

The council shall meet at least once in a quarter.

Every decision of the council shall be based on the consensus and by the process of

voting.

Functions of Joint CouncilThe Joint Council is to deal with the following matters:-

Functions of shop council having a bearing on another shop or unit as a whole.

Matters emanating from shop council which are unsolved.

Optimum production, efficiency and fixation of production.

Work planning and achieving production target.

Preparing schedule for working hours and of holidays.

Developing skills of workmen and adequate facilities of workmen for training.

Rewards for valuable and creative suggestions.

General health, welfare and safety measures for the plant or the unit.

Optimum use of raw materials and quality of finished products.

Reasons for failure of WPM in India


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The scheme of workers participation in India has failed due to the following reasons:-

Employers have by and large resisted workers participation in decision making. They

feel that workers are not competent enough to take decision.

Lower level needs of workers are not fully satisfied. Therefore, majority of Indian

workers are not motivated enough to assume decision making responsibility.

Workers representatives who participate in management have to perform the dual role

of workers spokesman and co-managers. Very few representatives are competent

enough to assume the two incompatible roles.

Trade union leaders who represent workers are also active members of political

parties. They give priority to political interest rather than the interest of workers.

Lack of initiative on the part of both the employers and trade unions.

The focus has been on participation at higher levels. As a result, rank and file of

workers is not involved in decision making.

To sum up, following are the reasons for the unsuccessful participation:-

Management and union leaders are reluctant to participate at different

level.

Multiplicity of trade union.

Imposition by the government.

Multiplicity of joint bodies.

Absence of communication at grass root level.

Lack of education and training.

Lack of leadership quality.

Autocratic tendency of some management leader

Lack of democratic principles.

Inability to discuss and negotiate.


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Measures for making participation successful

The following measures should be adopted to overcome the unsuccessful participation in

industry:-

Employers should adopt a progressive outlook. They should consider industry a joint

endeavor in which workers have an equal say.

Strong, enlightened and truly representative trade union should be developed.

Employers and workers should agree on the objectives of the industry

Workers and their representatives should be provided education and training in the

process of participative Management.

A true spirit of mutual cooperation and commitment to participation must be

developed on the part of both Management and labour.

Participation should be a continuous process.

There must be sufficient time to participate before action is required.

Financial cost of participation.

The subject of the participation must be relevant.

Participant should have ability to interact and discuss.

Participant must be able to communicate.

6. WORKERS PARTICIPATION IN MANAGEMENT IN

ASAL

The term WPM is a vast concept. In ASAL, the WPM is named as Joint Management

Council (JMC). On 31st Aug 2003 the Joint Management Council was constituted in

ASAL for a period of two years. After the election held on 27th Aug 2003 for recognition

of Trade Union in ASAL.


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Status of JMC:

Name of Reg. no. of Trade Union

1. Bharatiya Mazdoor Sangh

Joint Management Council has ten bipartite consultative Committees acting as a WPM in

the company. They are:

Safety Consultative Committee

Canteen Consultative Committee

Plant Consultative Committee on Safety

Transport Consultative Committee

Process Improvement projects

Quality Circle

Participation in Open Forums

Participation in TBEM(TATA BUSINESS EXCELLENCE MODULE)

Gemba Kaizen project

Kaizen


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DETAILS OF BIPARTITE CONSULTATIVE COMMITTEES IN ASAL

COMMITTEES CHAIRMAN MGT UNION TIME FRAME


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WORKS CONSULTATIVE COMMITTEE (WCC)

1.Joint

Management

Council

MD 4 2 Monthly

2.Safety

Committee

HOD 4 2 Monthly

3.Canteen

Committee

DY HUMAN

RESOURCE MANAGER

4 2 Monthly

4.Transport

Committee

HOD 4 2 Monthly

5.ProcessImprovement

Project

HOD 4 2 Monthly

6.Quality Circle HOD 20%staff

80%workmen

Monthly

7.Participation in

Open Forums

PLANT HEAD All Employees Monthly

8.Participation in

TBEM

HOD 6 4 Monthly

9.Gemba Kaizen HOD 75%Workmen

25% staff

Monthly

10.Kaizen HOD 1 men

1 kaizen

Monthly


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Scope and functions:- The committee provides the following functions:-

Review list department where monthly FLPC meetings held in last 2 months.

Planning, implementation, fulfillment and review monthly targets and schedules.

Materials supply and its shortfalls.

Storage and inventories.

Housekeeping and up keeping of assets.

Improvement in productivity.

Quality and technical improvement, customer complaints.

Review of operating expenses, financial results, and cost of sales, marketing

condition.

Review of skill development effort. Any other burning issues

Composition

There will be equal number of representatives from Mgt side and employees side

(represented by their representative bodies) each representative Union of ASAL Shall

have two members also.

Quorum will comprise of minimum 02 members from management and 02 from

employees representatives side with both union represented.

Head of Personnel (Works) will act as the convener of the committee and will be

responsible for calling of the meeting within the schedule time along with agenda

papers including production statistic, preparation and distribution of the minutes of

the meeting for placing the status position of any recommendation made in the next

meeting.

The committee will meet at least once in a months and will start with a review of the

Minutes of the earlier meeting.

Each of the ASAL. JMC Union will send nomination of 04 representatives out of

which 02 will attend the meeting. Meeting notice will be sent to all 04 representatives

of each ASAL. JMC Union with stipulation that only two should attend.


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Meeting day attendance will be given to 02 members from each of the participating

JMC Unions, on request by members to the convener.

PLANT COMMITTEE ON SAFETY


Assisting and co. operating with management to achieving objectives outlined in the

health and safety policy of the occupier.

Reviewing the implementation of the recommendations made by it.

Dealing with all matter concerning health safety and environment and to arrive

practical solution to problem evaluated.

Creating safety awareness amongst workers

Undertaking education, training and promotional activities.

Carrying out health and safety and identifying the causes of the accidents.

Periodical inspection of department, units, locations.

Composition






Head of Safety Department will act as the convener of the committee and will be

responsible for calling of the meeting within the schedule time along with agenda

papers including production statistic, preparation and

Distribution of the minutes of the meeting for placing the status position of any

recommendation made in the next meeting.

CANTEEN CONSULTATIVE COMMITTEE

Scope and functions: - The committee provides the following functions:-


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It includes staff union and operators.

Managers have regular touch with HR, Admin, committee.

6 months medical check up as per standard wages.

Canteen audit is done monthly. There are 200 seats

Quality and technical improvement.

Elimination of wastage.

House keeping, cleanliness , condition of work.

Monthly review.

PROCESS IMPROVEMENT PROJECTS


ASAL has implemented following approaches for performance improvements

with focus on learning, sharing and innovation to enhance organizational

readiness for meeting strategic challenges.

Process improvements in manufacturing and non-manufacturing are identified

based on feedback from TBEM Assessments, Climate change assessment, vendor

meet and open forum feed back from employees.

Maximum four members from management and 2 from workers side.

Employees are rewarded and recognized.

Composition







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QUALITY CIRCLES

An organisation may identify 4-5 different areas which require continuous monitoring

and improvement. Each area may be allocated to a group (form from members of the

organisation) which is called Quality Circle 1, 2, 3 etc, depending on the number of areas

identified. The Quality Circles should have a common objective of working for the

success of their project in the area being allocated to them. These areas may be called

Kaizen activities. Membership of each QC is on a voluntary basis.

The following are suggested steps in forming a Quality Circle:

inform staff of the Kaizen activities

explain the concept and the advantages of Kaizen activities

divide the staff into small groups - Quality Circles

discuss & analyse problems identified in each area by QCs

recommend possible solutions by QCs

prepare implementation plans

write a proposal in implementing plans all QCs to meet twice a year to present progress of Kaizen activities

reward QC with the best effort in achieving their objectives

PARTICIPATION IN OPEN FORUM

Employees take part in open forums .Every month open forum is conduct for the

workers.

Employees are given an opportunity to participate in the open forum.

About the profits and on various issues are discussed in the open forum.

Gifts are given in open forum whose birthday is their in the same month.

Gifts and rewards are also given for the kaizen.


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KAIZEN AND GEMBA KAIZEN

Employees are encouraged to implement kaizen which are presented in weekly

kaizen sharing sessions.

5 days Gemba kaizen work shops carried out involving employees on quarterly

basis to ensure focused improvement in all work areas.

All gemba kaizen projects and best kaizen are uploaded in intranet to share with

other locations.

Participants are rewarded by certificate during open forum for 10 or more kaizen

contributor during month.

Participants of gemba kaizen are rewarded at the end of work shop followed by

high tea party by CEO.


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. RESEARCH METHODOLOGY

Reason for selecting the topic;

Every society today has to face certain problems pertaining to their daily life. Theseproblems range from economical, political and social. All these problems call for an

effective thinking on the part of academician to find out a valid and reliable solution.

Hence, it becomes not only desirable but imperative to carry out a well planned researchin the areas asking for effective solutions.

This calls for a well planned research methodology so that the problems areas could be

sell identified and the cause if any, be known and solved. This research in particularcarried at Automotive Stampings and Assemblies Limited on the workers participation in

management, is certainly no exception to the golden rule.

In order to find out how effective the personnel and administration department is in

carrying out the basic function of workers participation in management, this particular

research was undertaken.

The methodology involves usage of both primary as well secondary data. Primary data

includes, Questionnaires, personnel interviews, and general observation on the whole.Whereas secondary data includes. reference to various records such as company data

base, company documents, magazines, journals, world wide web.

The investigator decided to work in ASAL to study the:-

To study the WPM practices in the plant.

To study the effectiveness of bipartite forum in facilitating WPM.

To measure the effectiveness of WPM in achieving harmonious Industrial

Relations.

Methods of data collection

Primary data-

Questionnaire

Visit to plant

Personal interview with HR heads and workers


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8. DATA ANALYSIS AND

INTERPRETATION

DATA IN TABULATION SHEET

Q.NO QUESTIONS YES NO TO SOME

EXTENT

1. Does management share information on the goals

and on various issues of the organization?

34 6 10

2. Are you satisfied with your working condition atyour working place like ventilation, temperature,

lighting, hygiene, sanitation?

10 25 15

3. Are you satisfied with the welfare facilities provided

to you ?

15 18 17

4. Are you satisfied with the decision made by theunion and management on terms of wages, welfare

facilities like transportation, canteen, medical?

20 18 12

5. Whether the participation satisfies your demands andinterest?

17 18 15

6. Do you think that committee satisfies your demandand interest?

62 22 32

7. Do they make any team for any kind of work? 24 10 16

8. Do you get an opportunity in participating in

programs such as sports, cultural event arranged by

the management?

19 17 14

9. Do you think that union and management helps inmaintaining peace and harmony?

41 5 4

10. Do you think that workers participation in

management helps in increasing productivity of the

industry?

30 1 19


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11. Are you aware about the policies like, safety, health,

leave, climate change?

23 14 13

12. Are you getting an opportunity of implementing the

kaizen, cost saving projects, process improvementprojects?

40 5 5

13. Are you aware of suggestion box, quality circle,

kaizen, cost saving?

47 3 0

14. Do you get an opportunity to express yourself in the

process of participation?

30 7 13

Q. NO. QUESTIONS IMMEDI

-ATELY

WITHIN

A MONTH

3

MONT

H

TIME

FRAME

NOT

REQUIRED

15. In your opinion, bipartite committeeshould discuss and reach a decision on the

referred issues within how much time?

18 11 08 13

Q. NO. QUESTIONS YES NO TO SOM

EXTENT16. Do you get any reward for participating in the activities

of the company?

34 52 14

Q. NO. QUESTIONS ON-JOB OFF-JOB NO

TRAINING

17. Which type of training do you get? 0 26 74


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Q. NO. QUESTIONS SATISFIED NOT

SATISFIED

SATISFIED

TO SOME

EXTENT

18. Are you satisfied with the training programwhich you get safety, operations?

3 40 7Q. NO. QUESTIONS NOTICE OPEN

HOUSE

COMMUN

ICATION

MEETING

ALL HE

ABOVE

19. What is the method of communication? 10 44 10 36

Q. NO. QUESTIONS SATISFIED NOT

SATISFIED

TO

SOME

EXTENT20. Are you satisfied with the method of

communication?

12 23 15

Q.

NO.

QUESTIONS INCREASINGQUALITY OF

PRODUCTS

INCREASE

IN

DELIVERYTIME

REDUCING

ACCIDENTS

ACHIEVING

STRATEGIC

GOALS OFTHE

COMPANY

21. Do you think that participation of theunion with the management helps in?

10 1 3 36

Q. NO. QUESTIONS EXCELLENT VERY

GOOD

AVERAGE POOR VER

POO

2. How do you rate the employer employeerelationship in your company?

0 5 50 40 5


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DATA ANALYSIS

1. Does management share information on the goals and on various issues of theorganization?

ANALYSIS

68% the total sample size have accepted that management share information on goals and

on various issues of the industry. However 20% of the sample size have expressed that

they get information up to some extent .12% workmen have expressed that they do notget any information on goals and on various issues of the industry.

GRAPHICAL REPRESENTATION OF THE DATA

0

10

2030

40

50

60

70

YES NO TO

SOME

EXTENT

% of responses


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ANALYSIS

About 30% employees have accepted that they are satisfied with their welfare facilities.

36% of the employees have regretted that they are not satisfied with the welfare facilities.

However, 34% employees have expressed that they are satisfied up to some extent with

their welfare facilities.


4. Are you satisfied with the decision made by the union and management on terms ofwages, welfare facilities like transportation, canteen, medical?


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ANALYSIS

About 40% employees have accepted that they are satisfied with the decision made by the

union and management on terms of wages, welfare facilities like transportation, canteen,

medical.36% of the employees have regretted that they are not satisfied with the decision

of the management because they are not doing anything for the workmen demands the

management is selfish they are just for the benefit of the company they dont listen to the

demands of the workmen. However, 24% employees are satisfied just up to some extent.


0

5

10

15

20

25

30

35

40

YES NO TO SOME EXTENT

%OF RESPONSES

5. Whether the participation satisfies your demands and interests?


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ANALYSIS

From the graph, it is noted that 34% of the employees believe that the participation in the

decision making process satisfies their demands and interests. About 36% of the

employees have negatively responded. 30% of the employees are satisfied up to some

extent.


6.. Do you think that all the bipartite consultative committees satisfy your demands?


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ANALYSIS

It is understood from the graph that about 62% of the employees believe that all the

bipartite consultative committees satisfy their demands. Around 22% of the sample hasresponded negatively. 32% employees have not committed anything.


% Of Responses

YES 62%

NO 22%

TO SOME EXTENT 16%

7. Do they make any team for any kind of work?


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ANALYSIS

Out of total employees answered, 48% of them assure that management make adequate

team for doing work. 20% says that the management does not make any team for doing

any work. While 32% have expressed that management do make teams for doing work.


8. Do you get an opportunity in participating in program such as sports, cultural events

arranged by the management?


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ANALYSIS

We can observe from the graph that 38% of the employees get opportunity in

participating in the events of the industry. 34% employees viewed that they do not get

chance to participate and the management is not arranging any sports for them. 28%

workmen are saying that they participate up to some extent.


9. Do you think that WPM helps in maintaining industrial peace and harmony in the

industry?


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ANALYSIS

82% the total sample size have accepted that workers participation practices in the

industry help to maintain industrial peace and harmony. However, 10% of the sample

size have expressed that WPM fails to ensure industrial peace and security in the

industry. 8% employees have expressed that WPM helps in maintaining peace and

harmony just up to some limit.


10. Do you think that WPM is useful for increasing the productivity of the industry?

ANALYSIS


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It is observed from the graphic representation that about 60% employees agree that WPM

is useful for increasing the productivity of the industry. 2% employees are dissatisfied

with the statement.38% employees have not committed that up to some extent the

productivity increases of the industry.


11.Are you aware about the policies like safety, health, leave, climate change policy?

ANALYSIS


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Answers represented in the graph indicate that 46% of the employees agree that they are

aware about the policies of the industry.28% are not aware about any of the policies of

the industry. While 26% of the employees are aware about some policies and about some

policies they are not aware of it.


12. Do you get an opportunity to express yourself in the process of participation?

ANALYSIS


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We can observe from the graph that 50% of the employees get opportunity to express

them in the process of participation. 40% employees viewed that they do not get chance

to express their grievances and problems in the process of participation. 10% have

expresses that they get opportunity to participate to some extent.


13.Are you aware about the suggestion box, quality circle, kaizen, cost saving, process

improvement projects?

ANALYSIS


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We can observe from the graph that 70% of the employees are aware about the

suggestion box, quality circle, kaizen, cost saving, process improvement projects? 12%

employees viewed that they are not aware.18% have said that they are aware to some

extent..


14.Are you getting an opportunity of implementing the quality circle, kaizen, cost savingprojects, process improvement projects?

ANALYSIS


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80% of the employees have accepted that they are getting opportunity in the organization

for implementing the kaizen, cost saving projects, process improvement projects.

However, 10% of the employees are not getting opportunity of implementing the aboveprojects. 10% of the employees get opportunity of implementing the projects to some

extent.


YES 80%

NO 10%

TO SOME EXTENT 10%

15. Do you get any support from management for your individual development?

ANALYSIS


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Out of total employees answered, 15% of them assure that they get support from

management for their individual development. While 75% have expressed that

management do not support for their individual development, employees state that

management does not do any activity for their individual development. 5% employees

says that they get support from management to some extent.



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% Of Responses

YES 15%

NO 75%

TO SOME EXTENT 5%

16. Do you get any rewards for participating in the activities of the company?

ANALYSIS

Out of total employees answered, 34% of them assure that they get rewards for

participating in the events of the company. While 52% have expressed that management

does not give any rewards for participating in the events of the industry. 14% employees

says that they get rewards from management to some extent.


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17. Which type of training do you get?

ANALYSIS


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It is observed from the graphic representation that about 26% employees agree that they

get off-the-job training for their enhancement. While 74% of employees says that they do

not get any type of training for their development.


% Of Responses

ON-THE-J OB

0%

OFF-THE-

J OB 26%

NO TRAINING

74%


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18.Are you satisfied with training program which you get ?

ANALYSIS

It is observed that 6% of employees are satisfied with the training program. 80%

employees agree that they do not get any training program that they can be satisfied.

While 14% of employees says that they are satisfied with training program to some

extent.



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19.What is the method of communication ?

1) Notice

2)Open Forums

3)Communication Meetings

4)All the above


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ANALYSIS

Out of total employees answered, 10% of them assure that management communicates

with them through notices. While 44% have expressed that management communicates

with them through open forums.10% of employees answered that management speaks

through meetings. 36% employees have said that management communicates with them

through all the above means of communication.


Notice

Openforum

CommunicationMeetings

Alltheabove

0

20

40

60

% Of

Responses

20.Are you satisfied with the communication method?

ANALYSIS

Out of total employees 24% of them assure that they are satisfied with the method of

communication. While 46% have expressed that management do not provide any


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information to them while taking any decision in committee meetings. 30% employees

are satisfied up to some extent.


0

10

20

30

40

50

YES NO TO SOME

EXTENT

% of responses

21. In your opinion, bipartite forum should discuss and reach a consensus on the referredissues within how much time?

ANALYSIS


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Out of the total sample size, 36% of the employees have expressed their views that the

bipartite forum should discuss and reach a consensus on the referred issues immediately.

However, 22% employees require that the consensus to be reached within a month. 16%

demands in the three months. About 26% of the employees have connotation that no

time frame is required to take decision in the committee meetings.


22.Do you think that participative of the union and management helps in

Quality Product

Delivery Time

Reducing Accidents

Achieving the strategic goals of the company


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ANALYSIS

Answers represented in the graph indicate that 20% of the employees agree that the

participation of the union and management helps in giving quality products.2% are tellingdelivery time.6% are agree that union and management helps in reducing accidents.

While 72% agree with the statement that participation of union and management helps in

achieving the strategic goals of the company.


23. How do you rate the employer-employee relationship in your company?

ANALYSIS

Out of the total sample size, 5% of the employees rate that the employer-employee

relationship in the company is very good. 50% employees have rated the industrial


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relations as Average in the industry. 40% employees have rated as Poor. While 5%

employees are dissatisfied with the relationship in the industry since they think the

relation is very poor.


excellent

VeryGood

Average

Poor

VeryPoor

% Of Responses

010

20

30

40

50

9.OBSERVATIONS AND FINDINGS

From the project work done, it is observed that:-


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Workers participation in management in ASAL is an effective system of

communication and consultation where workers express their opinion through their

representatives and contribute to the managerial decisions.

In ASAL, the Joint Management council is acting at each level of participation. One

recognized trade unions Bharatiya Mazdoor Sangh.

There are ten bipartite consultative committees acting as WPM in the company.

These committees help to ensure better labour-management participation in the plant.

Workers strongly believe that Management encourages them to participate in the

process of participation.

Management is very much conscious about the increasing of productivity through

better labour-management participation.

After conducting the research work in the industry on the labour-management

participation, I found that:-

Management is very much conscious in maintaining industrial peace and harmony in

the industry as 82% of the employees are satisfied with the labour management

participation in the industry.


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Workers are given all types of autonomy to get involved in the management

decisions. They get full information from the management side and can directly

interact with any senior executive of the management.

Management is trying his level best to satisfy the economic, social and psychological

needs of the workers through successful participation from the labour side.

If we talk of productivity, it is found that 60% of the employees are agreeing that

participation helps to increase the productivity of the industry. This means that WPM

helps to increase the production and profit of the industry. Participation has improved

workers motivation and job satisfaction.

It is observed that still there are some loopholes where management can stress to

provide better opportunity to their employees to express themselves in the process of

participation as 40% employees assure that they dont get chance to express their

grievances and problems.

From the research it is also found that 50% of employees are not satisfied with their

working environment as they have mention in the feedback that at the time of tea

many of them are not getting tea. So management should look after tea point and the

number of glasses should be available at each tea point.

The employees are not even getting support for their individual development, from

the analysis 75% employees has given in their feedback that there is no training given

on their potential enhancement so that their individual development is done.

Training is also not given to the employees for their job or any kind of refreshment

training. As 74% has told that management is not conducting any kind of training

program for the employees. They are not getting any job training so that they can

know more about their jobs.

The employer-employee relationship in ASAL is not so good. As 40% of employees

have agree that their relationship with the management is poor. Management shouldmake more efforts to improve the industrial relations by adopting sound personnel

policies.

Management should make more efforts for the training program so they can be

motivated and the productivity can be increased.


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40% employees viewed that they do not get chance to express their grievances and

problems in the process of participation.

From the analysis, it is found that IR practices in the industry are very much effective

in establishing and maintaining industrial democracy and peace.

10. LIMITATIONS

Following are the limitation of my research study:-


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Due to exigencies of work some of the managers and officers personal interview

could not be conducted.

Linguistic barriers of not speaking Marathi limited the flow of communication

with the workers.

Time constraint is the major limitation for the study of the project. It has consumed a

lot of time specially in collecting the primary data.

11. RECOMMENDATIONS/SUGGESTIONS

In ASAL, Management should ensure that workers participation should be a

continuous process in which workers have an equal say.


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In the concluding part, it can be said that workers participation in management in ASAL

is effective to some extent in facilitating better participation of labour in the decision-

making process of the Organization. The Bipartite consultative committees available in

the industry should consider industry a joint endeavor in which each and every worker

have an equal chance to speak.

The management and the trade union should come forward for increasing the

productivity of labour by improving co-operation between employer and employees.

Productivity is sought to be increased only by improving job satisfaction and industrial

relations in the industry. Creative methods and measures should be developed for

ensuring workers participation in management in the industry. The scope and functions of

Joint Management council should be extended. It should assist management in ensuring

production target by ensuring better participation from the workers side.

adesh company project

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