electorinics industry

8/7/2019 Electorinics Industry

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HUMAN RESOURCES PRACTICES

AT

BHARAT ELECTRONICS LIMITED

MACHILIPTNAM

Submitted in Partial fulfillment of the requirement for the award of degree of

Master of Business Administration (HRM)

By

J.Sekhar M.B.A.,

Under the guidance of

Dr. Rajani M.B.A., PhD

GAYATRI VIDHYA PARISHAD FOR PG COURCES

ANDHRA UNIVERSITY

RUSHIKONDA

VISAKAPATNAM


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Certificate

This is to certify that the project entitled A STUDY ON

GREIVANCE PROCEDURE AND DISCIPLINARY MECHANISM is

a bonafide work done by Mr. J.SEKHAR, under my guidance, in partial

fulfillment for the award of M.B.A degree in G.V.P. College for P.G.

Courses, Visakhapatnam under my supervision at BEL Machilipatnam

Dr.S.RAJANI MBA,PhD

Visakhapatnam PROJECT GUIDE

DEPARTMENT OF MANAGEMENT

STUDIES

Date G.V.P.College for P.G Courses

Gayatri Valley, Visakhapatnam.


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ACKNOWLEDGEMENT

The satisfaction and euphoria that accompany the

successful completion of any task would be incomplete

without the mention of the people who made it possible,

whose constant guidance and encouragement crown all the

efforts with success.

I would like to express my sincere thanks to Mr. RAMA KRISHNA

RAO,Personnel Managerfor his valuable guidance and advice.

I would also like to express my gratitude to Mrs. P.S.V. JAYA

LAKSHMI, Mr.V.S.RAO, Manager, Bharat electronics limited, Mr.

NAGESH KUMAR, Marketing executive and all the staff ofBharat

electronics limitedwho have provided the necessary information.

I would like to express my sincere gratitude to Dr. I.

NAGA RAJA RAO, Director, M.B.A.program, and

G.V.P.College for P.G.Courses Visakhapatnam, for

giving me an opportunity to work on this project.

I am grateful to Dr.S.RAJINI, Head of the Department,M.B.A. program, for giving me an opportunity to work onthis project.

My sincere thanks to Dr.S.RAJANI. Head of theDepartment M.B.A. program, for whose continuousguidance throughout our project work and for his expertisesuggestions and also for providing help and supportwhenever I needed.

I wish to thank my parents who encouraged me in

carrying out the project work. I take this opportunity to thank

all my friends and well wishers who were with me for the past


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two months and providing help with their valuable

suggestions.

DECLARATION

As a part of Master of Business Administration programme of

Andhra University. I have under gone a field training at Bharat

Electronics Limited Machilipatnam for a period of two months from

1-05-2003 to 31-06-2003. I submit this bonafide work done by me in

partial fulfillment for the Award of Master of Business Administration

in HRM Andhra University. I further State that I am alone responsible

for ommissions and commissions if any.

J.Sekhar


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CONTENTS

CHAPTER I - INTRODUCTION

OBJECTIVE OF PROJECT WORK

SIGNIFICANCE OF THE PROJECTWORK

METHODOLOGY

CHAPTER II ELECTRONICS INDUSTRY IN

INDIA

CHAPTER III - BHARAT ELECTRONICS LIMITED

MACHILIPATNAM

CHAPTER IV - HUMAN RESOURCE PRACTICES

BEL MACHILIPATNAM UNIT

CHAPTER V - GRIEVANCE PROCEDURE AND

DISCIPLINARY MECHANISM

CHAPTER VI - CONCLUSION AND SUGGESTIONS


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BIBLIOGRAPHY

BHARAT ELECTRONICS LIMITED : MC UNIT

PERSONNEL & ADMINISTRATIONDEPARTMENTAL CHART

MANAGER (P & A)

DY. MANAGER (P & A)

PERSONNEL OFFICER SECURITY OFFICER

PERSONNEL OFFICER

PERSONNEL OFFICER


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INTRODUCTION

Personal Management has great relevance to PES in view of

their large size and complexity of organization, and also because of the need

to manage them professionally. Personnel Management aims at acquiring

capable people for achieving the objectives of the organization and for

ensuring that their efforts are utilized effectively. The personnel management

is perennially a matter of dealing face to face with people.It helps

management, supervisors and workers of understand each others point of

view. The various functions of personnel department include recruitment,

selection placement, promotion, training and development, performanceevaluation, wage and salary administration , motivation etc. Success and

Survival are the basic necessities for any business organization. Companies

adopt various methods and procedures to attain them. No business is left

without competition and competitors. So as to overcome the innumerable

hurdles of the business world organizations undertake actions like cost-

cutting, inventory control, quality control, etc. Reducing human resourcethrough VRS (Voluntary Retirement Scheme) and CRS (Compulsory

PERSONNEL OFFICER

PERSONNEL OFFICER

PERSONNEL OFFICER

PERSONNEL OFFICER


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Retirement Scheme) are the latest focused areas for attaining the goal of

becoming the leader in the market for the organizations both in Public as well

as in Private sector.

In this perspective, retaining the skilled persons has become the tough

job in front of the HR Professionals. Identification of the talent in the

individual is the main task for which several methods adopted like

Performance Appraisal, BARS (Behaviorally Anchored Rating Scale),

Graphic Rating Method, Confidential Report and so on.

These methods provide a scope for the Human Resource Department

in assessing the potential of the individuals so that the right candidates are

bestowed with the organization.

This project work covers all the above aspects and mainly focuses on

the Grievances and disciplinary actions. Efficient Grievance management is

an important part of the Human resource management. Maintenance of

harmonious human relations in an organization depends upon the promotion

and maintenance of positive discipline. This project work deals with a study

of Bharat Electronics Ltd. BEL manufactures basic communication

equipment for the defense sector. One of its corporate value is Employees

are the most important resource. The company will treat them with respect

and dignity and will create an environment in which they can realize their full

potential. To achieve greater heights, practical study of the personnel

functions is necessary. This project aims at studying exactly the same thing

NEED FOR THE STUDY

The survival of any organization also relies on its human resource.

Now days, Human Resource is also considered as an asset of the


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organization. Culture of the organization depends on the employees working

in it. So human resource should be trained and retained in order to attain the

organizational goals.For this purpose, the individual skills have to be

analyzed and the right candidates should be identified to serve future needs.

Performance evaluation of the employees can be undertaken with the help of

methods like Graphic Rating Method, BARS, Performance Appraisal, etc.

These methods assist in estimating the potentialities and capabilities of the

employees working in the organization.

Any method of performance evaluation succeeds when the

management views it seriously and at the same time participation of the

employees will also show its impact on the outcome of the programmed and

the expected results.

So, when the employees feel the importance of these programmes, the extent

of involvement varies. And this gives the expected results to the organization.

With this intention, the project work was carried to study the satisfaction

levels of the employees and need of revising the existing method of appraisal.

OBJECTIVES

i) To study the present performance appraisal system and itsdrawbacks in evaluating the employees potentialities.

ii) To collect information about job description and job

specification of the various designations in the organization.


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iii) To suggest the best possible alternative method in evaluating

individuals competencies so as to overcome the limitations being

observed in the present appraisal system.

Objectives of the Project work

The purpose of this project work is to gain working knowledge of personnel

functions and to discover answer to questions through the application of

scientific procedures.

Objectives of recruitment

To attract people with multi-dimensional skills and experience that suits the

present and future organizational strategies

To induct out sides with anew perspective to lead the company

To infuse fresh blood at all levels of the organization

To develop an organizational culture that attracts competent people to the

company

To devise methodologies for assessing psychological traits

To seek out non conventional development grounds of talent

Objective HRD

In the context of present day competitive situation s in business, the quality

of human capital of an organization determines the degree of success, whichit can achieve. Since there is keen competition for human resources and not

only the competition for customers, the human capital can be created within

the organization and not acquired from outside. From this point of view,

HRD has created its own needs in every organization. In particular, HRD is

needed for the following

To develop competencies.

System wide changes


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To create conductive Organizational climate

Objectives of grievance process

To avoid serious disturbances of the working conditions and employees

Conformity to legal Provisions

It serves as a check on the arbitrary actions of the management because

supervisors know that employees are likely to see to it that their protest does

reach the higher management

It serves as an outlet for an employee gripes, discontent and frustrations.

It is not possible that all the complaints of the employees would be settled by

first time supervisors, for these supervisors may not have had a proper

training for the purpose, and they may lack authority moreover, there may be

personality conflicts and other causes as well.Objectives of disciplinary mechanism

To maintain peace, prevent anarchy; regulate behavior of people and to hold

the pieces together. Moreover disciplinary measures ensure just and equal

treatment to all employees, efficient two-way communication encourages

cooperation and builds team spirit. Disciplinary rules regulate the behavior ofthe employees in an organization as the law regulates the behavior of the

people in the society.

I have come across all the human resource practices with these objectives are

covered in this project work


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Significance of the project work

All progress in born of inquiry Doubt in after better than over

confidence for at leads to inquiry, and inquiry leads to invention.

There has been a phenomenal growth in employment, wages, benefits,

working conditions, status of the worker, educational facilities etc. with the

growth and spread of industry. Moreover career patterns have also changed

widely by providing change. This has been possible only through fast

industrial development, which, in its term, depends on industrial peace

Machinery for maintenance of industrial peace

(a)Machinery for the prevention and settlement of industrial disputes in the

form of

Legislative and administrative enactment

Works committees and joint management councils

Conciliation Officer and board of conciliation

Labour courts, industrial tribunals, and courts of enquiry

Provisions for voluntary arbitration

Management of disputes focuses on collectivity of individuals. The real test

real test whether dispute is an industrial dispute or not depends whether amajority or a large number of workmen are involved in the dispute. May

become an industrial dispute

Prevention of industrial dispute is a proactive approach in which an

organization under takes various actions through which the emergence of

industrial disputes is prevented. Such actions may relate to the adoption of

effective human resource practices right from recruitment of employees to

their integration to their organization


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A dispute to be caught at the early stage

there should be an effective grievance process and disciplinary mechanism,

because a dispute is basically a grievance and then it leads to indiscipline

LIMITATIONS

The major limitation of the project work under study is time, since it

is to be completed with in a period of two months and this time

period may not be sufficient to undertake a comprehensive study.

The performance evaluation study is designed on a broad perspective

to cover the needs and opinions of majority of the employees and

does not represent individual views.

Thisstudy is exclusively from Bharat

Electronics Ltd., Machilipatnam and the results cannot be

extrapolated to other organizations.

Being a project student, it created some hurdles in getting the true

feedback from the respondents.

METHODOLOGY

The pro ject work was car ri ed out in 8 weeks a t Bhara t

Electronics Ltd. To facili tate the study, data was collected both

from primary and secondary sources of information.


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1.Primary data: The primary data was col lected from the

management cadre. Direct interview method was undertaken to

facilitate the process.

2. Secondary data: Information regarding the organisation

was obtained from secondary sources l ike company journals,

company websites, publications and records.

The primary data includes the first on hand data gathered from

interviews, interacting with the employees, direct observation, etc. This

included Asst. General Managers, Sr.Managers, Managers, Asst.Managers

and Sr.Executives.

To be successful in any endeavor a manager or any person attempts, it

is necessary to carry out a systematic and methodological series of activities

or studies.

These series of activities, which will help us to reach out the expected

goal . In order to achieve the objective the systematic collection of data from

various sources analyzing the so collected data and presenting the findings,various sources were tapped into

For any research to be conducted a few basic steps are to be followed.

These steps can be diagrammatically represented in the following manner.

In the project given to me, the procedure or methodology followed

based on the steps given.


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Step I

Define / Determine the problem faced. The main objective of this project is to

determine the over all personnel function and the level of Grievances and the

Grievance redressal process. And also the disciplinary actions that are taken

by the company.

Step II Specifying what information is needed.

The information that is needed to determine the HRM in the company

1. Industry profile.

2. Company profile.

3. HRM functions

4. Grievance procedure and disciplinary Mechanism.

Step III Identifiyubg the sources of information

1. Secondary data from previous records.

2. Magazines by publications.

3. Interviews from manager and workers.

4. Case studies

Step IV Analysis and Interpretation

In any research process a lot of information is collected the most

important activity after gathering information is to annalist the collected

information so as to extract pertinent findings from the data and sieve but the

extraneous information. In this project the area of analysis was confined to

1. HRM processes in the industry level.

2. HRM processes in the plant level.


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3. Grievances and disciplinary actions in the plant level as well as

industry level.

Step V Presenting the finding

The last step is to present the findings to the concerned authority. After the

information was analyzed it was submitted to Bharat Electronics Limited ()

Chapter 2

DEFENCE ELECTRONICS INDUSTRY IN INDIA


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INCORPORATION

A company incorporated under the companies Act, is a originally

established at Bangalore in 1954 and had subsequently enlarged its

manufacturing and business net to 8 other different parts of the country. This

company has now manufacturing Units at Bangalore, Ghaziabad, Pure,

Machilipatnam, Panchkula, Chennai, Taloja, Kotdwara and Hyderabad. It has

its corporate office at Bangolore.

BEL has emerged as a leader in the highly advanced & competitive

sphere of professional electronics with its commitment to Quality, continuous

up gradation of technology & innovation as a way of life. Established in

1954, to meet the specialized electronic needs of the Indian Defense services

has grown into a Multi-technology. Multi-Unit company serving the needs of

customers in diversified.


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BEL Offers products & services from a wide spectrum of fields like

Radars & Sonar, Military communications naval systems. EW systems.

Telecommunications sound & vision Broadcasting, OPTO Electronics, Tank

Electronics, solar photovoltaic systems, and Information Technology,

software & Electronic components.

The passionate pursuit of excellence at can be described in 3 words:

Quality, Technology, and Innovation.

Research & Development:

Being at the cutting edge of technology involves a strong commitment

to R&D. In its efforts to challenge the barriers of technological innovations

invests 5% to 6% of its annual turnover in R&D. Over 57% of its products

are developed in-hour. The rest are developed either by collaborations or

jointly.

BEL has entered into several strategic alliances to help mechanize the

countries indigenous resources, reduce cycle time & utilize available know-

how, some of the alliance partners include the National Defense Research

organization, for the development of Defense & professional electronics

products & the center for Development of Telemetric (C-DOT) for Telecom

products, has also established central Research labs (CRL) at Bangalore and

Ghaziabad to develop futuristic technologies.

Besides optimizing the R&D strength in the country, has taken strides

towards enhancing its technological capabilities & know-how through tie-ups

with transnational companies.

Quality Assurance :


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Quality is built into the product at the product at the design stage & is

monitored throughout the manufacturing Process for conformance.

"Carrying and exceeding the expectations of customers" is the Quality

policy of. In its march towards TQM, has been helped by the spread of

Quality consciousness into every sphere and every activity.

BEL Has established a dynamic Quality system to meet its Quality

objectives; programmes like Quality control circles & suggestion schemes

have generated enthusiasm & involvement among employees, there-cy

harnessing their creativity of innovation for improvements in operations.

BEL has also established a Quality Institute for providing training in

various areas including reliability & maintainability. Statistical process

Improvement Methodologies, 6 sigma & Quality management.

The level of Quality at has won many prestigious awards including the

National Quality Awards & Awards for standardization. All units are

certified to ISO 9001/9002 standards of international Quality.

Exports:

To Sweden, Switzerland, UK, prance, Austria, Germany, Italy, Netherlands, Russia, Ukraine, Australia, Brazil, New Zealand, Nepal, Sri

lanka, Bangladesh, Maldives, Hong Kong, Singapore, Philippines. China,

Malaysia. Israel, south Korea, UAE, Kuwait, Saudi Arabia, Bahrain, Oman,

Vietnam, Mauritius, Botswana, Egypt, Algeria & Kenya.

Information about recently happend things about (BEL) :


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1. BEL records 77% Jump in orders : (April 30, 2002 Deccan chronicle

paper)

2. Amidst intense competition & economic slowdown, BEL has recorded

a 77% Jump in its order crossing Rs. 9,800 crores during a single year, 2001-

02. "The company's order inflow from India and abroad during the year shot

up to Rs.9,386 crores compared to Rs.5,557 crores in 2000-01, bringing the

cumulative outstanding order book to over Rs.12000 crores at the beginning

of the current financial year" a BEL release said here. The company also

recorded an all-time high export order inflow of Rs.800 crores in the 2001-

02.

AREAS OF R & D ACTIVITY

RESOURCES AND INVESTMENT AWARDS

Bharat Electronics Ltd., (BEL), a premier professional Electronics Company

of India, has established and nurtured a strong in-house R & D Division t

develop new products in its field of operations. Besides, there are two Central

Research Laboratories (CRL) located at Bangalore and Ghaziabad, to address

futuristic technologies of interest to BEL.

Main areas of R & D activities at BEL include develop0ment of MilitaryRadars, Naval Systems, Military Communication Products, Electronic

Warfare Systems, Telecommunication products, Sound and Vision

Broadcasting Equipment and Systems, Opto Electronic Products, and

Electronic Components. CRL performs the dual role of carrying out blue sky

research for the development of future technologies and supporting the D &

E divisions of BELs nine units with state-of -the art core technology

solutions in areas like Embedded Computers and applications, Radar Signal


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Processing, VLSI designs, RF & Microwave Communication Technologies,

Software modules etc.

RESOURES AND INVESTMENT

BELs R&D Units have state-of the art R & D infrastructure, facilities, and

manpower with relevant technical expertise for product development. There

are about 1000 engineers working in BEL on various D & E projects. BEL

take adequate initiatives for the all round development and expertise up

gradation of R&D human resources, State of the art infrastructures, test

equipment, computers & workstations, Software packages etc. are augmented

every year for the R&D divisions, BEL R&D Units are recognized by the

Department of Scientific & Industrial Research under the Ministry of Science

& Technology, Govt. of India.

R&D Units of BEL have close interactions with other National Design

Agencies like DRDO, CSIR, C-DOT and a number of Technical Institutes,

BEL jointly works with them to tap suitable indigenous designs for

commercialization, Technological collaborations with some of the

Multinational Companies and subsequent absorption of these technologies

also has enhanced the technological base at BEL. On an average, about 67%

of BELs turnover is from indigenous design, and 33% of it is through

foreign technology transfers.

CUSTORMER PROFILE

INDIAN MARKETS

Bharat Electronics Limited is a major suppler of products and turnkey

systems to the Indian Defense Services. Over the years, BEL has diversified

into manufacturing many civilian products as well; Large turnkey

telecommunication solutions are also being offered to civilian market. A brief


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list of the Customers in the defense and civilian market segments and the

products and services offered to them is given below:

Products and Services Customers

Defense communication Indian defense Services, Para-military forces

Indian defense Services, Civil Aviation,

Radars & Sonars Meteorological Department, Space

Department.

Telecommunication Department of Telecommunication, Para-

military forces, power sector, Oil Industry,

Railways.

Broadcasting Equipments and All India Radio, Doordashan, (National

Radio & TV Broadcasters)

Studio Systems

Electronic Voting Machine Election commission of India.

Solar Products & Systems Individuals, Private and Government

organizations.

Turnkey Systems,

E-Governance Police, State governments, Public sector

undertakings.

NetworksAll India Radio and Doordarshan the

ComponentsNational Radio & TV Broadcasters, Instrumentation Industry,

Switching Industry, Entertainment Industry Telephone Industry. List of

world class companies with whom BEL has technological collaborations for

different state-of-the-art products are as given below:

Company Products

Oerlikon contrives, Switzerland Navel FC Systems


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Norcontrol, Norway Radar Scan Converters

Northrop Grumman, USA Airport Radars

ELTA, Israel BSFR(Battle Field Surveillance Radar)

INROS, Russia Sonorous

Matra Defense Equipment&Systems Electric Drive Systems for Tanks

France

Sextant, France LCD display unit

ELBIT, Israel Stand alone communication unit

Ericson, Sweden Radio Relay System

Elopotro, South Africa Laser Range Finder

Signal, The Netherlands Fire Control Radar

Thompson Tube Electronic, France TWT

Products and services Countries

Defense communication Algeria, Botswana, Brazil France,

Germany, Malaysia, Mauritius, Russia,

Sweden, Switzerland, Uk.Civilian Communication Brazil, Iran, Italy, Kenya, Malaysia,

Nepal, Singapore, Sweden, Switzerland,

Uk, Vietnam.

Semiconductor Devices Austria, Australia, China, Finland,

France, Hong Kong, Malaysia,

Netherlands, Philippines, Germany,

South Korea, Singapore, Spain, Taiwan,

Turkey, UAE, UK, USA.

Electron Tubes, Magnetron,

Transmitting Tubes, TV Picture

Tubes and Parts.

Algeria, Armenia, Bangladesh, Brazil,

Egypt, France, Greece, Hong Kong,

Italy, Nepal, UK, USA, Zambia.

COTO Electronic Products and

Parts

Australia Egypt, France Germany,

Israel, Malaysia, Netherlands, New

Zealand, Saudi Arabia Singapore,


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UAE, UK, USA.

Sound & Vision Broadcast

Equipments

Vietnam, Brazil, Middle East.

Radar and Sub-Systems Switzerland, Ukraine.Contract Manufacturing LSA, Australia, Japan, Brazil, Canada.

BatteriesEnergy Saver and other

Products

Australia Bahrain, Kuwait, Mauritius,

Malawi, Nepal, Oman Philippines,

Saudi Arabia, UAE, USA

Turnkey Systems Nepal, Kenya

EXPORTS

Exports play a key role in BELs strategic perspective. The ranges of

products and services exported have been increasing over the years. A

number of international companies are using the facilities at BEL for contract

manufacturing.


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CHAPTER-3 :BHARAT ELECTRONICS LIMITED -MACHILIPATNAM.

BRIEF ACCOUNT OF THE ORGANIZATION

PROCUREMENT

HUMAN RESOURCE DEVELOPMENT.

WAGE AND SALARY ADMINISTRATION

INDUSTRIAL RELATIONS.

MAINTENANCE.


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Bhadrat Electronics limited () - Machilipatnam.

1. Industry : - The unit of Machilipatnam was earlier popularly known as

the Andhra scientific company ltd. The establishment of Andhra

scientific company (ASCO) ltd was founded by shri A.R.Murthy in

1926 & started it as a small workshop with patriotic zeal when even

small components were being imported from England on account of

his vision another unit of this size by name National Instruments ltd,

was also starred, but subsequently on account of some problems it

could nor function. The ASCO was manufacturing all scientific & lab

Equipment, measuring equipment, instruments, required for sugar &tobacco industries through out the country on account of financial

troubles. The company had changed hands & subserviently during

seventies, the management of the company was passed on the

Department of Defense production, Ministry of Defense, under

Industries (Development & Regulation) Act 1951 it is a sick unit. The

Defense ministry had managed this company for decade & Ultimately

it was taken over by an Act of parliament in 1982 and since has been


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manufacturing a wide range of optical & OPTO electronic equipments

to the armed services, paramilitary forces & the civilian sector.

OPTO Electronics :

Bharat Electronics Limited Machiliptanam manufactures Night vision

products for operations in dark & poor visibility conditions for the defense

services & security organizations. Laser Range finders for Army & surgical

Microscopes for Medical applications are also made at BEL. BEL'S strength

lies in its in-house capability to design & manufacture components and sub

systems operating in the UV. Visible & IR spectrum components sourced

from by overseas customers Lenses, prisms, Mirrors and Sub-assemblies.

2. Organization: - Machiliptnam units have got 7 executives & 460 non-.

Executives on its rolls as on today, Apart from the 163 trainees under theapprenticeship act. This is headed by a General Manager who in turn reported

to the chairman, Managing Director through the Executive Director (other

units). The unit has got the following divisions:

(A) Production & Production control

B) Management Information systems & Material Management

& stores management.

(C) Finance Department.


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(D) Developing & Engineering Department.

(E) Marketing Department.

(F) Quality Assurance & services.

(G) Personnel & Administration (HRD) Department.

Functions of different Departments are briefly shown in the

organization chart. Functions of personnel & Administration Department are

briefly shown in the P&A organization chart.

3. Manpower particulars:

Total number of Employees: 424

In this (i) Executives 71 (ii) Non - Executives - 353.

In Non - Executives (a) Unskilled workers - 37.(b) Semi skilled workers - 35.

(c) Skilled workers - 287.

BEL - Machilipatnam Unit is spread over an area of 5.5 acres, is the heart of

the town, and has 6 major departments.

(1) Conventional optical workshop. Which is the original workshop

established by ASCO & which is still being used for production of highprovision optics for the experiments (2) Modern optical workshop (3) Final

Assembly (4) Machine shop with CNC facility (5) Mechanical Assembly (6)

D&E and services.

This unit contributes to the civilian sector in the form of surgical

Microscopes catering to the needs of ophthalmic & ENT Surgeons, Neuron

surgeons and Gynecology and to the Microsurgeries. The surgical


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Microscopes in the civilian sector manufactured by this unit has got ECTV

attachment to facilitate better case in surgery as also for keeping a record of

operations & also taking the surgery to the class rooms. The zoom attachment

to the Microscopes facilities magnification of minute nerve centers of the

eyes, this facilitating better access for damaged parts. This unit is one of the

most modern OPTO electronics facilities of its kind in the country.

This unit manufactures both day & night vision equipments for the

defense forces such as telescopes. Periscopes, Day vision sights, night vision

goggles & gunners sight for the Russian T-55 tanks. This unit has got the

sophisticated manufacturing facilities including the computerized CAD &

CAM. With its sight firmly set on the new generation products like BNVP,

DNS, GNVP MK-II, laser optics etc., this unit is geared to face the

challenges of the next millennium with confidence. The motivated task force

comprising of 550 employees at all levels including workman & Engineers

are driving the units to the goals of the company. BEL'S main objective is to

manufacture state of the art equipment & it is committed for Quality. It has

rightly put forth its motto as "Quality, Technology, and Innovation".

Misson of this organisation :

To be the market leader in Defense electronics & other chosen fields &products there by serving the national needs through "Quality, Technology &

Innovation".

Objectives of this organization :


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(1) To be a customer-driven company supplying Quality products of

competitive prices of the expected time & providing excellent customer

support.

(2) To active growth in the operations commensurate with the growth of the

electronics industry in the country & retain its position as a leader & pioneer.

(3) To generate adequate profits through sales & services for financing the

investments required for modernization, expansion, growth and of the some

time ensuring of fair return for the investor.

(4) To be the No: 1 company in the country in the chosen segments of

business & active & retain a sizeable market share in a traditional business

such as: communication (Defense & Non - Defense), Electron tubes, etc.

(5) To retain the company's technological leadership in Defense & other

chose fields of electronics through in-house R&D as well as through

collaboration co-operation with Defense & National Research laboratories,

universities & other academic institutions.

(6) To establish a large overseas market for its products & services.

(7) To strive for self-reliance by indigenisation of materials components, plant & Machinery consistent with cost effectiveness & Quality

requirements.

(8) To be the fountainhead of electronics technology in the country by

sharing the expertise & know with others in the industry consistent with the

business interests of the company.

Values: -


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(1) Foremost is customer satisfaction all our customers shall be predicated to

meeting customer needs in terms of Quality, price, performance & after-sales

service.

(2) Employees are our most important resource. Well will treat them with

respect & dignity & we will create an environment in which they can realize

full potential.

(3) Integrity, fairness & equality shall be the guiding principles in all our

business dealings.

(4) Innovation being the key to success in our business. We will give positive

encouragements to creative & innovation in technology & products & in

every sphere of our activity.

(5) Quality is the key to productivity improvement & cost reduction. A

fanatic life is excellence shall govern of all our activities.

(6) Discipline & commitment shall be our ethos. A climate where employees

willingly & voluntarily adhere to good order & discipline & give their best

shall be creating.

(7) Vendors, suppliers & sub contractors are crucial to the company's

operations. Mutual loyalty & Mutual prosperity shall govern the

relationship.


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(8) As a responsible member of society the company will take positive steps

to promote a clean environment & trade active part in the efforts of the

government to enhance the Quality of life.

Milestones of, Machilipatnam Unit

1926 - Establishment of Andhra Scientific Company (ASCO) by

a schoolteacher Sri Ayyagari Ramamurty Panthulu garu

with philosophy Service to Science

1937 - ASCO converted as a public Limited Company

1943 - Moved into own premises

Started new field of optics and manufacturing of variety

of optical instruments starting with microscopes to survey

instruments. In the process of expansion, the company

took up yet another important project making precision

balances

1948 - Most of the company went up in flames in fire accident

but it was rebuilt. Started allied industries like glass and

chemicals and helped in setting up of ancillary units in

nearby villages.

June 26, 1949: Mr. Ramamurty, who laid excellent foundation and

scarificed his life in the service of the nation and raised

the company to great heights, departed to reach to abodeof God.

1949 1971 The company changed hands and survived in spite of

hardship

The company was closed for about nine months in spite of the fact that

the company had by then developed the technology and

know-how to manufacture defence-oriented instruments.


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1972 company was reopened and taken over by the Union Government

under Industries act and handed over to the Department of

Defense Production

1972-82 During this period, the company made substantial

progress and proved its capabilities to manufacture

instruments, which could meet the stringent military

standards.

3rd Nov 1982 the company has been nationalized by an Act of

Parliament. The Govt. of India decided to integrate ASCO

with Bharat Electronics Limited

From then, the company has seen planned modernization facilities and

exciting results in a short time. Various night vision

instruments laser Range Finder Instruments and other

precision optical and Opto electronic instruments were

developed.

Dec1982 the name of the company is designated as Bharat

Electronics Limited,

ACSO Unit, and later re-named as MC Unit.

Dec1982 MC Unit has been selected for Award of Excellence in

performance during 1985-86.

Mar 1988 Many sophisticated OPTO-electronic instruments like

BNVP, PNS are taken up. Modern Optical Workshop hascome up with state-of-the manufacturing and testing

facilities with an investment of over Rs. 3.5 crores.


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HRM

HR Philosophy and policies

Recruitment and Selection

Training and development

Performance appraisal

Promotions and transfers

Industrial Relations


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Different terms are used to denote human resource management. They

are labour management, labour administration, labour management,

relations, employee employer relations, industrial relations, industrial

relations, personnel administration, human capital management and the like.

Human resource means employing people, developing their resources,

utilizing, maintaining and compensating their services in tune with the job

and organizational requirements.

The human resources philosophy of the company is based on the coordinalbeliefs:

Self-managing resource.

We believe that the human being is a fundamentally different and

unique resource in that he is simultaneously a source, a resource and the end

of all economic and social activity. He is the means as well as purpose. He is

capable, willing, and in the normal course if evolution, developing.

Potential


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We believe in the inherent potential of people. There are deferent kinds

and degrees of potential, which can be developed and utilized in the context

of task challenges, responsibility, and commitment.

Limitations.

We believe that any apparent limitations in the people are the results of

a variety of circumstances and factors, and can be over come with support,

awareness and correction following which, the potential has a chance to

flower again.

Quality of work life.

We believe that BEL as a business can provide a high quality of work life for

all its members through opportunities for a meaning full career, job

satisfaction, and professional development. Through this BEL members will

be contributing to quality of life in their interface with society.

Human resource policies

HR policies provide guidelines for a variety of employment

relationships and identify the organizations intentions in the recruitment,

selection, development, promotion, compensation, motivation, and

integration of human resources.

Objective of HR policies.

To enable the organization to have adequate, competent, and trained

personnel at all level;

To provide such conditions of employment those enable the personnel to

develop a sincere sense of unity with the organization and to carry their

duties in the most willing and effective manner;

To provide and create a sense of responsibilities on the part of those directly

deal with human resources to adopt a humanistic approach with a guaranteed

protection of the fundamental rights of the employees and their dignity


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To develop conditions for mutual trust and cooperation between those who

manage and those who are managed at all levels of the organization;

Areas of Human Resource policies

Another significant issue, which is relevant for HR policy formulation,

is the areas in which specific policies should be prescribed. Policies should

exit in all critical areas of HRM. The critically of an area depends on its

contributions to the achievement of HRM objectives. From this point of view

policies are required in the following areas:

Acquisition of personnel.

Training and development.

Appraisal and compensation.

Human relations mobility

Working conditions and work schedule.

Industrial relations.

Recruitment

Recruitment is a process of finding and attracting capable applicants for the

employment. The process begins when new recruits are sought and ends

when their applications are submitted. The result is a pool of applicants from

which new employees are selected.

Purpose and importance of recruitment

Recruitment determines the present and future Human resource requirementsof the organization in conjunction with human resource planning and job

analysis activities

It helps to increase the pool of potential personnel and the organization has a

number of options to choose from

It helps in increasing the success rate of the selection process by filtering the

under qualified or over qualified job applicants

Recruitment policy

Before initiating recruitment process, it is desirable that recruitment policy is

formulated for providing guidance to undertake recruitment process


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To prescribe whether the recruitment would be centralized or decentralized at

unit levels.

To prescribed the degree of emphasis that would be placed on recruiting from

inside the organization or outside the organization, and different outside

sourcesTo specify the degree of flexibility with regard to age, qualifications,

compensation structure and other service conditions.

BELS Recruitment process

The executives are recruited through a central advertisement issued by

corporate office and after selection and induction, they will be posted to

different units depending upon the executive needs of the units, in respect of

the non executives, though there are no recruitment in the recent years, the

recruitments are made, whenever it takes place, by issuing notification to the

Employment Exchange. The selection of the non-executives and executives

are made through written test and Interviews. The company pays SC/STcandidates called for interviews traveling allowance.

Human Resource Development

Concept of HRD

HRD is process in which employees of an organization are continuouslyhelped in a planned way to acquire or sharpen their capabilities required to

perform various tasks and functions associated with their present and future

expected roles

Features of HRD

Focuses of human resources

Development at four levelsContinuous and planned process


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HRD process

HRD is a continuous and planned process. This process can be identified in

the context of the work and its performance. Every work has two dimensions:

substantive and procedural. Substantive work involves what to do and

procedural involves how to do. HRD undertakes to develop this process,

which is of the following types:

Existential process

Coping process

Empathic process

Building process

Collaborative process

Growth process

Training and Development

Management development is all those

activities and programmes when recognized

and controlled, have substantial influence in

changing the capacity of the individual to

perform his assignment better and in doing so

are likely to increase his potential for future

assignment.

Role of training and development

Increase in efficiency

Increase in morale of employee

Better human relations

Reduced supervision


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Increased organization viability and flexibility

Depending upon the needs of the Individuals and also depending upon the

needs of the organization, training is provided in-house, on the job or external

places like IIM, Bangalore, MDI, Gurgaon and COD, Hyderabad etc. There

is a training policy of the company where 36 of the employees are to be

trained each year.

Performance Appraisal

Concept of Performance appraisal

It is the process of evaluating the performance and qualifications of the

employees in terms of the requirements of the job for which he is employed

for the purpose of administration including placement, selection for

promotion , providing financial rewards and other actions which require

differential treatment among the members of a group as distinguished from

actions affecting all members equally

Objectives of performance appraisal

Rewards people for manipulating the system rather than improving it

Is often self-defeating,

Is consistent with team workActs as a substitute for proper management

Meticulous selection of leader

Educating worker about their obligations and providing training and

education after selection

To increase salary

For promotions

For training and development


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Employer and their associations and

Government

Factors of industrial relations

Institutional factors

Economic factors

Technological factors

Social and cultural factors

Political factors

Governmental factors

Objectives of industrial relations

To promote and develop congenital labour management relations

To regulate the production by minimizing industrial conflicts through state

control

To extend and maintain industrial democracy.

To avoid industrial conflict and their consequences.

Industrial relations in BEL

a. The employee and employer relations are fairly good.

b. Joint committees are nominated wherever required either

statutory or non-statutory.

c. Mostly the handling of grievances is direct and the genuine

grievances are redressed immediately.

d. There is a laid down discipline procedure to deal with casesas enumerated in the standing orders of the company.

e. Mostly the industrial disputes and settlements are done

through conciliation machinery provided by the state Govt.i.e

Dy commissioner of labour and Asst. Commissioner of

Labour.

f. Union Management relations are fairly good.


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CHAPTER 4

GREIVANCE PROCEDURE

Meaning of GrievancesCauses of Grievance

Identification of Grievances

Grievance Redressal process in BEL

Grievance Procedure in BEL:

INDUSTRIAL RELATIONNS DEPARTMENT


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ROLE & FUNCTIONS FO LEGAL SECTION

C ON T E ST ED BY LE GA L SUB JE C T MA T T E RS / N A T URE OF

CASES SECT ION

DISCIPLINARY PROCEDURE

Meaning of Disciplinary process

Types of Discipline

Objectives of Discipline

Procedure for taking Disciplinary Action

Grievance procedure

Efficient grievance management is an important and integral part of

the human resource management there are several aspects of HRM, Human

relations and industrial relations practices which generate feelings of

discontent on the part of individual workers.

A grievance is a sign of employees discontent with job and its nature.

When the organization fails to satisfy the employee needs, he develops a

feeling of discontent or dissatisfaction.

The concept grievance has been defined in several ways by different

authorities.


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Beach defines as grievance as any dissatisfaction or feeling of injustice in

connection with ones employment situation that is brought to the notice of

the management.

Flippo indicates the grievance as a type of discontent which must always

impressed.

Causes of grievance

Grievances may emerge at any level of the organization and by any factor in

the organization

Wages and working conditions;

Supervision;

Management policies and practices;

Maladjustments of employee;

Identification of grievances

Grievances should be redressed by adopting proactive approach rather than

waiting for the grievances to be brought to the notice of management. For

adopting proactive approach to grievance management it essential to identify

the nature of grievances and the underlying factors. The Mnagement can go

through four methods for identifying grievances.

Exit interviews

Grip box system

Opinion surveys.

Open- door policy.

Grievance Redressal process in BEL:

Grievance means anything pertaining to payment of wages, leave,

overtime, transfer, promotions, seniority, work assignment, designation, non-

extension of any welfare amenity provided for under law, or benefit due


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under the rules, interpretation of bonds and/or agreements. Etc. affecting an

individual employee or a small group of employees.

When an employee has a grievance to represent, he shall first represent

his grievance in writing to the section head, which shall meet the concerned

employee, and given his decision within 7 days of presentation of the

grievance.

If the employee is not satisfied with the decision given or fails to

receive an answer within the prescribed time, he shall present his grievance

substantiated by facts, in writing, to his Departmental head through the

sectional head and give his decision with is 7 days of presentation of the

grievance. The period may be extended further by 7 days after duly

informing the concerned employee according.

If the decision of the Departmental head does not satisfy the employee

or if the decision is not given within the prescribed time the aggrieved

employee may other represent or request for forwarding of his grievance to

the divisional head shall give his decision in writing within 20days from the

date of receipt of the representation.

The employee shall have the right to final appeal to the General

Manager; such appeal will be disposed of ordinarily within 1month.No employee shall be harassed or victimized for having preferred a

grievance to the processed under this procedure. Any complaint for an

employee regarding harassment or victimization in this behalf may be made

directly to, Divisional/Departmental head.

The time spent by the employee during the grievance proceedings shall

be treated as on duty.


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Grievance procedure in BEL:

There is a grievance procedure laid down in accordance with the

Industrial Act & unions and Management handle mostly the grievances. If

there are any deviations, they are referred to corporate office for this

guidance and decision.

(1) With the object of providing employees an easy and readily accessible

machinery for the ventilation and prompt redressal of their day

grievances, a detailed grievance procedure is adopted as per the

Admeasure.

(2) No employees shall be harassed or victimized for having preferred a

grievance to be processed under this procedure.

(3) It is of utmost importance to settle day-to-day grievances of

employees very promptly. Of grievances, however minor they may

be, are not settled promptly, they are likely to tend to become grave

and endanger industrial peace. Further may also undermine discipline.

(4) All the sectional/departmental heads should therefore see that:

(i) Efforts should be made to settle day today grievances by

personally contacting the employees:

(ii) Efforts should be made to settle the grievances at the lowest

level as far as possible:(iii) It should be ensured that the day-to-day grievances are not

allowed to file up;

(iv) The time limit prescribed, in this grievance procedure for

settling grievances at different levels is strictly adhered to;


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(v) When an aggrieved employee wishes to take the grievance to

the next higher level it is invariably forwarded to the higher

authority as laid down in the grievance procedure:

(vi) An employee, who has leave his work or work spot to have

his grievance processed in accordance with this procedure, is

normally given permission to do so;

(5) Should any assistance or any information be required on any specific

point, the personnel departments (Industrial Relations) may be

contacted for assistance

(6) A register should be maintained as per the form A enclosed to this

office order.

(7) The form B enclosed to this office order on or before the 7 th working

day of every month in respect of grievances processed in the preceding

month.

INDUSTRIAL RELATIONNS DEPARTMENT

(LEGAL)

ROLE & FUNCTIONS FO LEGAL SECTION

Primary aim/objective of Legal Section is to safeguard organizational

interests inter alia others.

By and large Legal Section carries out following functions: -

(1)Contesting/defending all cases on service matters filed by or against theManagement.

(2)Setting industrial disputes by adjudication in different Courts.

(3)Drafting pleadings, arranging evidence and arguing cases,

(4)Giving opinion/preventive advice on legal matters,

(5)Scrutinizing pleadings filed by other parties and preparing counter for

defense,

(6) Making efforts to strengthen employees cases,


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(7) Disseminating information on changes brought about by latest judicial

Pronouncements (case laws) and legislative amendments.

(8) Acting as Legal interpreter,

(9) Legal curator and litigation handler.

C O N TE S TE D BY L E GAL S U B JE C T MA TTE R S / N ATU R E O F C AS E S

SECTION

Labour, Civil & criminal matters contested by Legal Section generally

include following nature of cases.

(1)Striking off names, on account of unauthorized absence with or

without enquiry / notice.

(2)Terminations due to unauthorized absenteeism after enquiry

(3)Dismissals for other misconducts after enquiry

(4)Reduction of pay, withholding/ stoppage of increments

(5)Wrong fixation of pay and or increment dates

(6)Deduction/ Non-payment of wages

(7)Refund / Non-payment of penal rent/HRA/ other allowances

(8)Non-payment of arrears/other monetary benefits

(9)Claims of seniority / Promotion / higher pay scales

(10) Change of designation/post/ place of work / department(11) Change of service conditions/ working hours

(12) Choice posing, designation and depot

(13) Cancellation of transfer/other order passed by employers

(14) Age cutting/ pre-mature retirement/date of birth change

(15) Impersonation cases

(16) Claim of employment/appointment/ regularization

(17) Workmens Compensation/Insurance and other claims


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(18) Cases relating to contract labour

(19) Interpretation of Awards and/ or other orders

(20) Sundry Debtors

(21) Family maintenance

(22) Land disputes

(23) Succession certificate

Appeal against the Eviction Other of Estate Officer

(a) specify the appellate authority.

(b) The employer shall, for the purposes of clause

(c) The appellate authority,

after giving an opportunity to the workman of being heard shall

pass such order as he thinks proper on the within 15 days of its

receipt and communicated the same to the workman in writhing.

(5) Mode of serving charge sheet and enquiry notices etc will be through his

departmental/sectional head or by registered post with acknowledgement

due/Dispatch Rider if the workman is not attending the factor/suspended. If

the registered post with acknowledgement due letter is returned, the service

will be darned to have been duly effected by displaying the same on the

companys notice board.

(24)

2. Settlement of the dispute during the course of conciliation/reference of

the dispute for adjudication in the event of failure of conciliation

If a Settlement in the matter pending before the conciliation Officer is

beneficial to the company, the proposal will be put to the management

seeking its approval for the Settlement of the dispute. Before doing so, legal

opinion from the companys advocate will be sought, if necessary.


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After obtaining due approval from the management, the proposal to

settle the matter will be indicated to the Conciliation Officer who in turn will

put forth the proposal before the workmen/union for his/its acceptance. If the

proposal is acceptable to the workmen/union, a Settlement will be signed

before the Conciliation Officer under Sec. 12(3) and 18(3) of the I.D.Act.

If both the parties stick to their respective stand, the conciliation ends

in failure. The Conciliation Officer would send a failure report to the

Government. If the Government comes to a conclusion that the dispute in

questions fit to be adjudicated it will refer the dispute to the Labour

court/Industrial Tribunal for adjudication. On the other hand, if the

Government comes to the conclusion that the dispute is not fit for reference,

it will refuse to refer the dispute to the Court for adjudication and an

endorsement will be issued to the effect.

3. Reference of dispute to the Labour Court Industrial Tribunal

When the Government to the Labour Court/Industrial Tribunal, the

Court, after registering the dispute issue a notice to both the parties, refers a

dispute. The party workman will be called upon to file its objection/counter

statement.

After getting the notice from the Court, the advocate to whom the casecould be entrusted will be decided and pure up to the management for

approval.

Thereafter, vakalatnama duly signed by GM(P)/authorized officer will

be made applicable to our advocate who will file and error appearance in the

case entrusted to him. Subsequently, the advocate will prepare the objection


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statement with the assistance of Legal Section and file the same relevant

documents will also be produced.

4. Obtaining legal opinions from the panel advocates

Whenever the Strategic Business Unit (SBU) Personnel

Executives/other Departmental/Divisional Heads of the company seek legal

opinion on various matters, the Legal Section will examine the matter and the

opinion will be furnished. However, certain matters of importance will be

referred to companys panel advocates for their considered opinion.

After obtaining the consumer Price index from the state Government

the wages will be worked out after taking various components into account.

After due approval of Finance/management, revised rate of wages payable to

contract laborers by the contractors will be notified.

5. Notification of National and Festival Holidays for the calendar year

To be in line with the Holidays notified by the Government of

Karnataka, the holidays for the State Government will be collected from

Office of the Endowment Commissioner and national and festival holidays

will be proposed keeping in view the practice followed in earlier years.

The Proposal will be submitted to all the Registered Trade Unionsfunctioning in BEL for their view. If there is no dispute over the proposals

given to them, the propose holidays will be declared. In the event of any

dispute by any of the Trade Union, the matter will be taken up with the

Labour Department for a decision. The concerned Labour Office will fix up a

joint meeting and issue notice to all the Trade Unions. After hearing the

representatives of Trade Unions and the management, the Labour Office will


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pass orders, which will be notified for the information of

employees/executives.

6. Submission of gratuity nomination form by the employees/executives

to the authorized officer for acceptance

Manager (Legal) is authorized to accept the nomination under the

Gratuity Act. Whenever employees/executives submit the nomination

form (in duplicate) either fresh and change of nomination, form and

forward the same to Manager (Legal) for its acceptance. Manager

(Legal) after verifying the correctness of the nomination records signed

by Manager (Legal) will be returned to the respective personnel

department who will keep one copy of the nomination in the personal

file of the employee/executive and send another copy to the

executive/employee for his information about the acceptance of the

nomination made by him Simultaneously the EDP records will also be

updated.

7. Leading evidence of serving/retired employee/executives on behalf of

the company before the Court

In the cases pending before various courts evidence of witnesseson behalf of the company will be led by taking officers/employees of

the company to the court.

If employees/executives have retired from service they will be

contacted through letters/phone and requested to co-operate by coming

and deposing and deposing, they will be paid a sum of Rs.300/-per day

of appearance.


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8. Assisting the ES/Transport in getting the driver on bail in the event of

accident

Whenever the companys driver is taken into police custody and

companys vehicle is seized in connection with an accident on the

public road involving companys vehicle, on the request of

ES/Transport, Legal Section will make arrangements to engage an

advocate to get the driver on bail and vehicle released from the court.

In the same accident, if the parties move the Motor Accident

Claims Tribunal for award of compensation, on getting the notice from

whom we have taken insurance cover for our vehicles, along with

vakalatnama requesting them to defend the interest of the company

through its advocate.

9. Locating the assets of the judgment debtor for executing the court

decree

After the court passes decree in the Suits filed against the

debtors, efforts will be made through our Security Department of

Private detective agency to find out the assets of the judgment debtors

to enable us to execute the decree.

10. Settlement of bills of the advocates

Professional fee structure to the advocate for various cases is

laid down. First 50% of the professional fee is paid to the advocate on


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entering appearance and the balance 50% will be paid after the

disposal of the case When the advocate prefers the bill it will be

scrutinized and put up to management for approval After getting

approval, the cheque will be obtained from the Accounts Department

and passed on to the advocate

11.Implementation of the Courts Award/Order or filing an appeal :

If the Order/Award passed by the Court is against the

management it will be studied to find out whether there is any scope

for Appeal against the Order/Award. Legal opinion will also be taken.

If it is found that there is any scope for appeal, after taking

managements approval the advocate will be requested to challenge the

Order/Award in the Appellate Court.

12.Amendment to certified standing Order of the company :

Whenever an amendment to the standing orders of the company

is sought either by the Trade Union/s or the Management, the proposal

will be submitted to the jurisdictional Regional Labour Commissioner

(Central) and a copy of the same will be served on the management/all

the Trade Unions.

The RLC( C ) will call upon the parts to file their objections, if

any, and address their arguments. After examining the objections and

hearing the parties, the RLC ( C ) will pass orders on merits. The

aggrieved party will prefer an Appeal to CLC ( C ) against the Order of

the RLC ( C ). Thereafter, the appeal lies to the Supreme Court.


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13. Filing civil suits/Winding Up pensions against the Sundry Debtors in the

courts located at outstations.

Wherever the jurisdiction to file the suits/Winding Up Petitions

against the Sundry Debtors is not Bangalore but outstations like Delhi,

Chennai, Hyderabad etc, an advocate at outstation will be identified,

fee negotiated and the case will be entrusted. Status of the case will be

ascertained from time to time.

Disciplinary Procedure

It is essential to maintain discipline among the employees for better job

performance. The literal meaning of discipline is the mode of life is required

in an individual irrespective of the cotext in which it is followed. in the

organizational context , discipline denotes mode of behavior in accordance

with organizationally prescribed rules, regulations, procedures.

Maintenance of harmonious human relations in an organizationdepends upon the promotion and maintenance of discipline. No organization

can prosper without discipline.

Maintenance of effective discipline in an organization ensures the most

economical and optimum utilization of various resources including human

resources.

Types of discipline


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Positive and Negetive discipline

Positive discipline is known as preventive, determanative, or self discipline,

involves actions to encourage employees to follow rules and procedures so

that infractions do not occure.

Negative discipline is known as corrective, punitive or autocratic discipline.

It involves the use of external force or the threat of its use to restrain

employees from engaging in behaviors which are contrary to rules and

standards.

Objectives of Discipline

1. To obtain a willing acceptance of the rules regulations and procedures of

an organization.

2. To impart an element of certainty despite several differences in informal

behaviors patterns and other related changes in an organization.

3. To develop among the employees a spirit of tolerance and a desire to make

adjustments.

4. To create an atmosphere of respect for the human personality and human

relations

5. To increase the working efficiency and moral of the employees so

that their productivity is stepped up the cost of production

improved.6. Procedure for taking Disciplimary Action

The authorities authorized to inflict the various punishments & the

appellate authorities shall be as follows:

Punishment Punishing Authority Appellate Authority

I&II warning notices Sectional head Departmental Departmental head

& Fines III warning head Departmental head divisi Divisional head Divis

(Final) Notice with- -onal head Managing Director -ional head managing


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Holding of increment director.

Of increment redu

-ction to a lower gra

-de Any other higher

punishment.

I. Disciplinary action for minor acts and

omissions:

A workman may be fined in accordance with the provisions of

the payment of wages act, 1936 for any act or mission on his part.

. Disciplinary action for misconduct:

1. Without prejudice to the term misconduct the following acts or

omission or commissions shall constitute misconduct for purposes of thesestanding orders.

a) Willful insubordination or disobedience, whether alone or in

combination with another or others, of any lawful and reasonable

order of a superior.

b) Striking work or inciting others to strike work in contravention of

the provisions of any law or rule having the force of law are

deliberate slowing down of work either single or in combination

with others.

c) Theft, fraud or dishonesty in connection with the companys

business or property, or theft within the factory premises of

property ongoing to any employee.


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d) Taking or giving bribe or any illegal gratification whatsoever.

e) Habitual absence without leave or absence without leave for

more than eight consecutive days.

f) Habitual late attendance or leaving of work before the proper

time without due permission.

g) Habitual breach of standing orders or any law applicable to the

establishment.

h) Drunkenness, riotous or disorderly behavior during working

hours in the factory or any act subversive of discipline.

i) Habitual negligence or neglect of work

j) Willful disobedience of any order expressly given or any rule

expressly framed for the purpose of securing safety or willful

removal or disregard of, or interference with any safety guard or

other devices provided for securing safety.

k) Willful damage to or wastage of any property or asset of the

company.

l) Willful failure or refusal to wear or use any uniform orprotective

Equipment supplied by the company while at work.

m) Smoking inside the factory premises where it is prohibited.

n) Accepting service for monetary consideration in any other

establishment, factory or work shop or employment under any

person, in companys service without the permission of the

management.


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o) Sleeping whilst on duty.

p) Distributing or exhibiting inside the factory premises handbills,

pamphlets or posters without the previous sanction of the

management.

q) Attending or holding meetings within the factory without the

previous permission of the management.

r) Disclosing to any unauthorized person any confidential

information in regard to the working of or any process used in

the factory which comes into the possession of any employee

during the course of his work.

s) Unauthorized use of any property, machinery, tools, quarters or

land ongoing to the company.

t) Gambling within the factory premises.

U) Conviction in any court of law for any criminal offences

involving moral turpitude.

v) False statements made in his application for appointment or

suppressing facts about his previous service at the time of his

employment or false information in regard to any personal

particulars while in service.

w) Carrying dangerous weapons or attempting bodily injury orintimidation to any employee of the company in the factory

premises.

x) Refusal to accept the charge sheet or a warning notice served by

the management.

y) Collection of any money while at work without the written

permission of the management.

z) Habitual litigation due to indebtedness, insolvency etc.,


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An employee guilty of misconduct may be punished by:

1 Oral / written warning.

2 Withholding of increment or increments in the existing scale of pay

with or without cumulative effect.

3 Suspension without wages / salary for a period not exceeding 4 days at

a time

4 Reduction to a lower grade or post or reduction to a lower stage in the

existing pay scale.

5 Discharge or removal from service.

6 Dismissal from service without notice or payment in lieu of notice.

Manufacturing Network

Ghaziabad (U.P)

Bhart Nagar Post,

Ghaziabad 201 010Estd : 1974

Employees : 2631

Panchkula (Haryana)

Plot No. 405, Industrial Area,

Phase III, Panchkula 134 113Estd : 1985

Employees : 630

Kotdwara (Uttaranchal)

Balbhadrapur, Kotdwara-246 149

Dist. Pauri Garhwal

Estd : 1986

Employees : 658

Taloja (Maharashtra)

M.ID.C., Plot No. L-1

Industrial Area

Taloja- 410 208, Raigad Dist.

Estd : 1986

Employees : 513

Pune (Maharashtra)

N.D.A Road, Pashan,

Pune 411 021

Estd : 1979

Employees : 512

Bangalore (Karnataka)

Jalahalli Post,

Bangalore 560 013

Estd : 1954

Employees : 7211.

Chennai (Tamil Nadu)

Post Box No. 981, Nandambakkam

Chennai 600 089

Estd : 1985

Employees : 247

Machilipatnam (Andhra Pradesh)

Post Box No.26,Ravindranath

Tagore Road, Machilipatnam-

521001

Estd :1983

Employees : 424

Hyderabad (Andhra Pradesh)Nacharam Industrial Estate,

Hyderabad 500 076

Estd : 1986

Employees : 406


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AWARDSR.&D Divisions of BEL have been receiving number of national R&D

awards, A list showing the various R&D awards received by BEL since 1990

is as given below.

List of R & D Awards received by BEL since 1990


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SI. BEL received the

award

Details of the Awards during the year

No.

FICCI Award fro Research in Science & Technology 1990

(for the corporate initiative of R&D)

DSIR National R & D Award

2. (for successful commercialization of Public Funded R&D) 1990

(for D&E project handled at BEL-GAD)

DSIR National R&D Award

(for in house R&D efforts under Electronics & Electrical)

3. Industries Sector

(for D&E projects handed at BEL-Bngalore, Machilipatnam & Ghaziabad)


4. (for in house R&D efforts under Electronics Industries Sector) 1995

(for D&E projects handled at BEL-Bangalore & Ghaziabad)


5. (for in house R&D efforts under Electronics Industries Sector) 1998

(for D&E projects handled at BEL-Bangalore & Panchkula)

Defence Technology Absorption Award 98

6. (Sponsored by DRDO) 1999-2000

(for D&E projects handled at BEL-Hyderabad)

Award for Excellence in R&D for the year 1998

7. (Sponsored by Ministry of Information Technology, GoI) 2000-2001

(for BEL-Ghaziabads developments of various IFF Systems)

Award for Excellence in Professional Electronics for the

Year 1998


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8. (Sponsored by Ministry of Information Technology, GoI) 2000-2001

(for BEL-KOTs excellent performance in Production, R&D

& its commitment to Quality & Service)

Award for Contribution in areas of Defence R & D to

Col. (Retd.) H.S. Shankar, Director (R&D) for the

9. Year 2001-2002 2001-2002

(Sponsored by Society for Defence Technologists-SODET)

SUMMARY

At present, there are three legislations dealing with grievances of

employees working in industries. The industrial employement (standing

orders) Act, 1946, requires that every establishment employing 100 or more

workers should frame standing orders. These should contain, among other

things,a provision for redressal of grievance of workers against un fair

treatment and wrongful exactions by the employer or his agents


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At present, Indian industries are adopting either the Model Grievance

Procedure or procedures formulated by themselves with modifications in the

Model Grievance Procedure.

Now days in public sector organization most of the problems are

happening because of the large number of employees. The government to

provide employment for the people runs public sectors. Public sectors are

facing so many problems in grievance procedures and disciplinary

procedures. Public sectors are unable to put forward grievance procedures as

private sectors. Lacks of knowledge employees are not following the

management policies and procedures.

Bharat Electronics Limited as a public sector organization has a good

grievance procedure disciplinary procedure. Employees are very much

interested to follow the management policies and procedures. Management is

always available to the employees to clarify their problems in their work.

BEL follows the total quality approach. Its TQM is in production and also in

human resources. So there is a least chance to held grievances in

implementing the management policies.


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BIBLIOGRAPHY

BEL annual magazinesBEL Non-Executives working orders manualBEL Executives CDA Rules manualBEL HRM policies ManualPersonnel and Human Resource Managementby Subba RaoHuman Resource Management by L.M.Prasad

electorinics industry

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