HR - JP Groups - Employee & Labour Relations

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A

SUMMER TRAINING PROJECT

ON

EMPLOYEE & LABOUR RELATIONS

AT

JAYPEE GROUP

A PROJECT REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF

BACHELOR OF BUSINESS ADMINISTRATION

(SESSION: 2007-2010)

SUBMITTED TO SUBMITTED BY

MR. SWARN KANT MISHRA NISHANT KUMAR MISHRA

MIMT, Gr. Noida BBA (VI Sem)

Roll No. 9921586

MANGALMAY INSTITUTE OF MANAGEMENT & TECHNOLOGYKNOWLEDGE PARK-II, GREATER NOIDA

(AFFILIATED TO CCS UNIVERSITY, MEERUT)

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DECLARATION

I hereby certify that the project work being presented in this report Employee & Labour

Relations at Jaypee Group. Unauthorized coping and extraction of any part of data in which the

language is matched with this project is strictly prohibited for use in other projects/assignment.

The Institute is the sole authority of this project report.

The Institute is authorized to take any appropriate action if it found any one has

committed the above mentioned informalities.

Dated: _______________

Place: _______________ NISHANT KUMAR MISHRA

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ACKNOWLEDGMENT

Any work of this magnitude requires input, effort and encouragement of people from all sides. I

am quite fortunate to have had active co-operation of many people at different stages of the

project. Without their invaluable cooperation, I would have not been able to do justice to this

report. Although it would be difficult to thank all those who contributed towards successful

completion of report yet, it would be unfair on my part if I don’t thank a selected few.

I am very thankful to Mr. Swarn Kant Mishra, Faculty, MIMT, Gr. Noida for his valuable

guidance and support at all time.

I would like to extend my thanks to all my friends for their co -operation airing data collection.

Respondents equally deserve thanks as their sincere co-operation led to worthy results.

Lastly, I would like to thank my parents for being the guiding force through all the phases of my

life.

NISHANT KUMAR MISHRA

BBA (VI SEM)

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TABLE OF CONTENTS

1. COMPANY PROFILE

2. INTRODUCTION OF TOPIC

3. RESEARCH METHODOLOGY

• SCOPE OF THE STUDY

• OBJECTIVE OF STUDY

• NEED & IMPORTANCE OF STUDY

• METHODOLOGY

• LIMITATION OF STUDY

4. DATA INTERPRETATION AND ANALYSIS

5. FINDINGS

6. SUGGECTIONS

7. CONCLUSION

8. ANEXXURE

9. BIBLIOGRAPHY

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INTRODUCTION OF JAYPEE GROUP

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Jaypee group is the 3rd largest cement producer in the country . The groups

cement facilities are located in the Satna Cluster (U.P), which has one of the

highest cement production growth rates in India.

The group produces special blend of Portland Pozzolana Cement under the brand

name ‘Jaypee Cement’ (PPC). Its Cement Division currently operates modern,

computerized process control cement plants with an aggregate capacity of 13.5

MTPA. The company is in the midst of capacity expansion of its cement business

in Northern, Southern, Central, Eastern and Western parts of the country and is

slated to be a 23 MTPA cement producer by the year 2010 and 30 MTPA by 2011

with Captive Thermal Power Plants totaling 375MW.

Keeping pace with the advancements in the IT industry, all the 140 cement dumps

are networked using TDM/TDMA VSATs along with a dedicated hub to provide

24/7 connectivity between the plants and all the 120 points of cement distribution

in order to ensure “track – the – truck” initiative and provide seamless integration.

This initiative is the first of its kind in the cement industry in India.

In the near future, the group plans to expand its cement capacities via acquisition

and Greenfield additions to maximize economies of scale and build on vision to

focus on large size plants from inception.

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The Group is committed towards the safety and health of employees and the

public. Our motto is ' Work For Safe, Healthy, Clean & Green Environment '.

History of Cement

Manufacture of cement has a history, which traces back to millennia. The Romans

who were prolific builders used burnt calcareous (calcium bearing) rocks along

with pozzolanic materials in an era Before Christ. The structures built by them, like

the Pantheon, are still there for us to see proving the goodness of cementations

materials as input material for construction. Post industrialization and as

infrastructure development started globally, demands for cement has been growing

steadily both quantitatively & qualitatively.

India is the second largest cement producer in the world after China and cement

consumption has been growing at a CAGR of over 8% p.a. in the last five years.

The group cement facilities are located in the Satna cluster, which has one of the

highest cement production growth rates in India.

CEMENT MANUFACTURING PROCESS

Mining

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The cement manufacturing process starts from the mining of limestone, which is

the main raw material for making cement. Limestone is excavated from open cast

mines after drilling and blasting and loaded on to dumpers which transport the

material and unload into hoppers of the limestone crushers.

Crushing Stacking & Reclaiming of Limestone

The LS Crushers crush the limestone to minus 80 mm size and discharge the

material onto a belt conveyor which takes it to the stacker via the Bulk material

analyser. The material is stacked in longitudinal stockpiles. Limestone is extracted

transversely from the stockpiles by the reclaimers and conveyed to the Raw Mill

hoppers for grinding of raw meal.

Crushing Stacking & Reclaiming of Coal

The process of making cement clinker requires heat. Coal is used as the fuel for

providing heat. Raw Coal received from the collieries is stored in a coal yard. Raw

Coal is dropped on a belt conveyor from a hopper and is taken to and crushed in a

crusher. Crushed coal discharged from the Coal Crusher is stored in a longitudinal

stockpile from where it is reclaimed by a reclaimer and taken to the coal mill

hoppers for grinding of fine coal.

Raw Meal Drying/Grinding & Homogenization

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Reclaimed limestone along with some laterite stored in their respective hoppers is

fed to the Raw Mill for fine grinding. The hot gasses coming from the

clinkerisation section are used in the raw mill for drying and transport of the

ground raw meal to the Electrostatic Precipitator / Bag House, where it is collected

and then stored and homogenized in the concrete silo. Raw Meal extracted from

the silo (now called Kiln feed) is fed to the top of the Preheater for Pyroprocessing.

Clinkerisation

Cement Clinker is made by pyroprocessing of Kiln feed in the preheater and the

rotary kiln. Fine coal is fired as fuel to provide the necessary heat in the kiln and

the Precalciner located at the bottom of the 5/6 stage preheater. Hot clinker

discharged from the Kiln drops on the grate cooler and gets cooled. The cooler

discharges the clinker onto the pan / bucket conveyor and it is transported to the

clinker stockpiles / silos. The clinker is taken from the stockpile / silo to the ball

mill hoppers for cement grinding.

Cement Grinding & Storage

Clinker and Gypsum (for OPC) and also Pozzolana (for PPC) are extracted from

their respective hoppers and fed to the Cement Mills. These Ball Mills grind the

feed to a fine powder and the Mill discharge is fed to an elevator, which takes the

material to a separator, which separates fine

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product and the coarse. The latter is sent to the mill inlet for regrinding and the

fine product is stored in concrete silos.

Packing

Cement extracted from silos is conveyed to the automatic electronic packers where

it is packed in 50 Kgs. Polythene bags and dispatched in trucks.

Electrical Power

For total power requirement of 90 MW (Jaypee Rewa Plant and Jaypee Bela

Plant), we have

CPP 1 - 25.0 MW

CPP 2 - 25.0 MW

CPP 3 - 37.0 MW

Four DG sets provide an emergency backup.

Cement Mining

In order to meet limestone requirement of the three Cement Plants, Jaiprakash

Associates Limited has three Captive Limestone Mines – Naubasta Limestone

Mine, Jaypee Limestone Mine and Bankuiyan Limestone Mine.

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Systematic and scientific mining operations of Jaiprakash Associates Limited are

supported with the help of Holder Bank Management Consultancy (HMC),

Switzerland by state-of-the art computerized programming – the Computer Aided

Deposit Evaluation (CADE) & Quarry Scheduling Optimisation (QSO).

The Mining operations are carried out by fully mechanized open cast mining

methods. The equipments used include 153 mm drill machines, hydraulic

excavators of 3.8 cum & 4.1 cum bucket capacities, in-situ rock breaker, heavy

duty 35 MT carrying capacity dumpers, bull dozers and miscellaneous equipments.

The holes drilled for blasting are charged with bottom initiation using excel

detonators to minimize ground vibration and fly rock. A DS-077 Seismograph is

used on a continuous basis to monitor ground vibration.

Cement Environment

An Environment Management Cell has been constituted to undertake environment

protection measures and for development of all environmental aspects. For

environmental sustainability, nearly 6-12% of operational cost is incurred in these

measures which include maintenance and modification of Pollution Control

equipments, hiring of professional consultants for various environmental studies,

maintenance of sewage treatment plant, environmental and plantation works at

plants & mines.

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The environment cell is divided in three parts:-

• Air Lab.

• Water and waste water Lab.

• Microbiological lab.

Water and wastewater testing lab. With advanced Equipments is set-up at Jaypee

Rewa Cement Complex. The water and wastewater testing is being done at Water

lab itself. A separate Air lab is in operation for the analysis of different gases i.e.

SOX & NO2 as per IS: 5182. Various parameters including heavy metals are

analysed with NOVA 60 (Merck make) spectroquant spectrometer

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ENVIRONMENTAL LAB

Plantation

A continual afforestation drive in Mines, Plants & Township areas and all along

road is undertaken to improve the overall environment as a safeguard against

pollution. The plant species are chosen corresponding to the soil quality and locally

existing variety and have a survival rate of around 80%. Upto 4,95719 trees have

already been planted in plant and mine areas.

Water Conservation

The Group’s dry cement manufacturing process based plants have modern air

pollution control equipment and as such there is no effluent from the plants;

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therefore the ‘zero – discharge’ principle is complied with. Moreover, the entire

domestic sewage and waste water is treated at Sewage Treatment Plants of

adequate capacity upto the tertiary treatment level after which ozonation is carried

out to the tertiary treated water to get rid of any odour or pathogen in the treated

water. This treated water is used in the cement manufacturing process as well as for

horticulture purposes.

Tertiary Treatment Process

Ozonation of Tertiary Treated water

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Mines water Reservoir - A Habitat of Migratory Birds

A view of Mines Water Reservoir from Jaypee Rewa Plant

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Every drop of rain water is conserved in the plant by an innovative garland canal

covering a periphery of 6.2 km .The collection is diverted into the reservoirs

situated in the Mines. Four Rain Water harvesting bodies covering nearly 47.0

hectares have been developed in Mines area. These reservoirs with a capacity of

32.2 lac M3 water have created a positive impact on the ground water level of

adjoining villages by stabilizing the water table of the surrounding wells.

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ECOLOGICAL BALANCE

The reclamation and rehabilitation of mined area is a continuous process in

Jaiprakash Associates Limited. The hard overburden generated is used to back-fill

the area and after imparting a good topsoil cover the area is rehabilitated in a

planned way by adopting large scale afforestation. The increased sighting of Hare,

Jackals, Foxes, Cranes and Mongeese is testimony to the fact that the environment

is becoming increasingly more conducive to life.

Some Green initiatives:

• Scientific segregation of all types of waste at source:-Segregation of Domestic &

Plant solid-waste at the point of generation to make the most effective use and

disposition of the solid waste. Domestic solid waste is segregated in two differently

coloured bins (one for biodegradable & another for non-biodegradable)

•Bio-methanation plant for bio-degradable kitchen waste collected from colony and

Annapurna. The bio-gas is used as a fuel in the Annapurna. Use of Plastic waste as

Alternative fuel in cement kiln:-The plastic waste collected from Rewa city and the

cement plants’ colonies is used as alternative fuel in the cement kiln.

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PHOTO GALLERY

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CEMENT

Cement Division of Jaiprakash Associates Limited

with its Plants at Jaypee Rewa Plant (JRP), Jaypee Bela

Plant (JBP), JAAGO & JCBU has been awarded the

Integrated Management System comprising of ISO-

9001:2000,



Jaypee Rewa Plant

Rewa(MP)In Operation

Jaypee Bela Plant

Rewa(MP)In Operation

Jaypee Ayodhya Grinding Operation

Tanda(UP)In Operation

Jaypee Cement Blending Unit

Sadwakhurd(UP)In Operation

Dalla Cement Factory

Sonebhadra(UP)In operation

Chunar Cement Factory

Mirzapur(UP)In Operation

Jaypee Sidhi Cement Plant Bhilai Jaypee Cement Limited

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Sidhi(MP)In Operation

Bhilai(Chhattisgarh)Expected to commission in Dec 2009

Jaypee Himachal Cement Plant

Baga(HP)Phase-I June 2009

Phase-II March 2010

Jaypee cement Blending & Grinding Unit,

Bagheri(HP)

Expected to commission in June 2009

Jaypee Cement Grinding Unit

Panipat(Haryana)In operation

Jaypee Roorkee Cement Grinding Unit

Roorkee(Uttarakhand)Expected to commission in Oct 2009

Gujarat Anjan Cement Limited

Sewagram(Gujarat)

Jaypee Wanakbori Cement Grinding Unit,

Wanakbori(Gujarat)

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JAYPEE CEMENT PLANS TO RAISE CAPACITY

New Delhi, January 8:: Jaypee Cement Ltd will invest around Rs 350 crore for

raising its cement production capacity from 4.90 million tonnes per annum

(mtpa) to 6.50 mtpa and two thermal power units of 27 megawatt (mw) each for

captive consumption.

The company is financing the expansion project and the power projects with a

mix of internal accruals and loans raised from financial institutions and banks.

The cement capacity expansion project has a capital outlay of Rs 150 crore and

is expected to be completed by March 2004, the company’s managing director

Manoj Gaur told FE. He added that the company would invest around 20 per

cent from internal accruals while the balance amount had been raised from

ICICI Bank as a term loan.

The cement capacity is being raised at the plant located at Rewa in Madhya

Pradesh.

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The other cement plant of the company is located at Bela in the same state. Mr

Gaur said the coal-based power projects being set up for captive consumption

will cost around Rs 200 crore.

The company is raising around Rs 175 crore as loans from financial institutions

and banks including ICICI Bank and Punjab National Bank. The first 27 mw

unit is expected to be commissioned in December this year. The captive power

production will bring down the company’s electricity costs by nearly half, from

the present Rs 4.50 per unit to about Rs 2.20 per unit.

Jaypee Cement’s Rewa unit is the largest cement manufacturing plant at a

single location. The first unit at Rewa was set up in 1986 while the second unit

at the same location was established in 1991. The cement plant at Bela was

commissioned in 1996.

Jaypee Cement was formed on April 1, 2002 by hiving-off the cement division

of Jaiprakash Industries Ltd (JIL) which was merged with Jaypee Rewa

Cement, a subsidiary of JIL

For the year ended March 2002, the company clocked a turnover of Rs 1,176.89

and emerged out of the red with a net profit of Rs 4.31 crore.

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Environment and Safety

Environment: The Jaypee group in general and the cement plant in particular is

very concerned for clean and green environment , and its total sustainable

development. The group is committed to eco-friendly processing of cement

manufacturing from mining to placement of product at users end. The entire

manufacturing process is carried out by latest technology with controlled

emission meeting the stringent national norms through application of the latest

and advanced air pollution control equipments

Safety: Jaypee Rewa plant has a separate safety department maintains stringent

safety standards and ensures that safety measures are being followed strictly.

All the provisions enumerated in the factory act.

and factory rules also complied with. Unit has a central control room which

functions round the clock with

junior management level officers as in charge who will intimate top

management, co- ordinate and organize

necessary help required from outside agencies as well as in- house in case of

emergency.

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BUSINESS INTERESTS OF JAYPEE GROUP

Civil Engineering: Jaiprakash Associates Ltd., the flagship company of the

Group, is a pioneer in construction of river valley and hydropower projects on

turnkey basis in India. Jaypee Group has executed 13 Hydropower projects

spread over 6 states of India and neighbouring Bhutan to generate 10,290 MW

of power.

Hydropower: Jaypee Group ventured into hydropower in 1992, with the

formation of Jaiprakash Hydro Power Ltd (JHPL) and Jaiprakash Power

Venture Ltd. (JPVL). The group has undertaken following hydroprojects: Baspa

Hydro - Electric Project Stage II (300 MW) on the river Baspa, in Kinnaur

district of Himachal Pardesh; Vishnu Prayag, 400MW project on the river

Alaknanada; and Karcham Wangtoo 1000 MW project.

Cement: Jaypee Group is the 4th largest cement producer in the country. It

produces Ordinary Portland Cement and Pozzolana Portland Cement under the

brand names "Buland" and "Buniyad". The group has plants at Rewa, and Bela.

Jaypee Group is poised to achieve cement production capacity of 20 MTPA by

the year 2009.

Hospitality: Jaypee Group owns and operates four Five Star Deluxe hotels

through a subsidiary company, Jaypee Hotels Limited. These hotels are: Hotel

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Siddharth and Hotel Vasant Continental in New Delhi, Hotel Jaypee Palace

Agra, and Jaypee Residency Manor, Mussoorie.

Real Estate Development: Jaypee Group is developing real estate in Greater

Noida. Its property, Jaypee Greens, is spread over an area of 450 acres. It

comprises golf resorts, villas, townhouses, penthouses, condominiums, studio

apartments, commercial complexes and shopping malls.

Expressways & Highways: Jaypee Group is constructing the prestigious 160

km long Expressway with Six lane access that would connect the historical city

of Agra with Greater Noida.

Information Technology: Jaypee Group Company JIL Information

Technology Limited (JILIT) specializes in: Hardware & Networking,

Multimedia Services & Software, and Enterprise Resource Planning.

Thermal Power: Jaypee Group has formed a Joint Venture company with

Madhya Pradesh State Mining Corporation Limited (MPSMCL) to undertake

coal production and sale of coal from coal block/blocks which might be allotted

to MPSMCL. The company is called Madhya Pradesh Jaypee Minerals Limited.

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The company has plans to set up 1000 MW Thermal Power Plant in Madhya

Pradesh.

Transmission System: Jaiprakash Hydro-Power Limited has plans to venture

into the development of transmission systems with the Power Grid Corporation

of India Ltd (PGCIL).

Major Achievements of Jaypee Group

• Jaypee Group is the largest private sector hydro power producer in India

with an installed capacity of 700 MW.

• Sardar Sarovar Dam being executed by the group is the third largest in the

world for volume of chilled concrete to be placed -nearly 7 million cum.

• Indira Sagar a 1000 MW Power house is the second largest surface power

house in the country.

• Nathpa Jhakri a 1500 MW Power House is the largest underground power

house in India.

• Tehri Dam is the third tallest rockfill dam in the world, and the largest in

Asia involving placement of over 25 million cum of all types of fill material.

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INTRODUCTION OF EMPLOYEE & LABOUR

RELATIONS

Employee & Labour Relations is a much broad concept. It is one of the most

important function of the management that is take care by HR department. ER

department takes care of employee grievances, employee recognition, and boosting

the morale of employees to make the working environment more healthy, live and

at the same time fulfills the management’s expectations and maintain the work

culture and ethics.

People in organisations interact with each other during work, formally and

officially as well as socially and informally. During the course of interaction,

relationships develop, which are invisible connecting links, coloured by emotions

of love, hate, repulsion, respect, fear, anxiety and so on.

Relationships imply feelings for each other. They may be positive (friendly,

wanting to be close) or negative (unfriendly, wanting to be distant). Relationships

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always exist between interacting persons. There is no neutral point. Indifference is

not neutral. Indifference tends to be negative.

Employee & Labor Relations influence behaviors at work. Expectations of each

other, perceptions of the intentions of either, distributions of assignments, readiness

to conform or to rebel, enthusiasm to contribute, etc., are to some extent outcomes

of these relationships. Attitudes and motivations influence, and are influenced by,

the nature of these relationships.

Employees are among an organization's most important audiences with the

potential to be its most effective ambassadors.

Employee & Labour Relations are practices or initiatives for ensuring that

Employees are happy and are productive. Employee & Labour Relations offers

assistance in a variety of ways including employee recognition, policy

development and interpretation, and all types of problem solving and dispute

resolution.

Once there was a time when "Employee & Labour Relations" meant labor relations

everywhere around the world. Negotiate. Orchestrate. Dictate. HR professionals

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helped negotiate collective bargaining agreements. The provisions of that contract

defined the relationship between management, unions, and workers.

Today, Employee & Labour Relations is a much broader concept. It involves

maintaining a work environment that satisfies the needs of individual employees

and management. Improving employee morale, building company culture,

conveying expectations

Industrial Relations, Employee Relations and Employment Relations

IR traditionally concerned with ‘the institutions of job regulation’ (Flanders and

Clegg 1954) and the generation of employment rules

Led to a focus on trade unions and collective bargaining – CB ‘fulcrum’ of

industrial relations

Not unique to Britain – see US, and Western Europe

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‘High point of traditional IR’ in Britain 1970s – collectivist, concern with

reform of collective bargaining – 55% of the workforce were trade union

members, 75% covered by collective agreements

HRM and the ‘individualisation’ of employment relations

Focus on the individual worker and relationship with management

Mainstream HRM – concern with involvement and commitment and

relationship to business performance (Guest et al. 2000)

Business-model of HR dominant

But concern over the costs of both business model and of de-regulation and

individualisation and how the employment relationship is regulated – New

Labour

Also concerns that limited evidence for more involved and engaged workers

Increased concern with both individual and collective aspects of employment

Re-focusing on how the employment relationship is regulated – see work of

Work Foundation (Coats, Edwards 2006) and of EU ‘flexicurity’ agenda. See

also Sisson (2005)

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Theoretically, this marks a return to a focus on power and authority relations in

employment

Employee relations may be defined as those policies and practices which are

concerned with the management and regulation of relationships between the

organisation, the individual staff member, and groups of staff within the

working environment.

In 1986 an advisory committee, the Industrial Relations Management

Committee (IRMC) was constituted by Council to consider all matters related to

current and future industrial relations at the University. In 1998 this Committee

changed its name to the Employee Relations Management Committee (ERMC).

In 2000 the committee was again reconstituted as the Labour Relations

Management Committee (LRMC). The LRMC is advisory to the Vice-

Chancellor, and through the Vice-Chancellor to Council and Council's sub-

committee on remuneration. Consequent to the AIMS recommendations and

with respect to HR and the subsequent restructuring process, from the beginning

of 2002, the LRMC was renamed the Employee Relations Management

Committee (ERMC).

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The membership of the LRMC is determined by GPC from time to time.

Current membership is included in the membership of committees booklet,

which is published bi-annually.

The employee relations section of the Human Resources Department is

responsible for liaison with employee representative bodies, monitoring

procedures, and developing proposals for the ERMC's consideration.

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34



SCOPE

There is no unanimity on the meaning and scope of industrial relations

since different terms, such as labour-management relations, employer-employee

relations, unionmanagement relations, personnel relations, human relations, are

in use and are used synonymously. In its stricter sense, the term “industrial

relations” means relationship between management and workmen in a unit or an

industry. In its wider connotation, it means the organisation and practice of

multi-pronged relationships between workers and management, unions and

workers, and the unions and managements in an industry. Dale Yoder defines it

as a “whole field of relationship that exists because of the necessary

collaboration of men and women in the employment process of an industry.”1

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OBJECTIVE OF THE STUDY

The key process that defines the HR strategy is ensuring an effective and efficient

organization through appropriate people-job-organization fit.

Each and every HR plans thus focuses on:

• Productivity

• Performance

• Satisfaction, to further the business objectives of the organisation through

the optimal utilization of the human resources.

•

Following are the Objectives of maintaining good relations between the

Employees & Labour.

1. To know how employees and labour relations Reduced Absenteeism

One reason, outside of illness, that Labours are absent is stress, and the number one

reason Labours are stressed has to do with their relationship with their

manager/supervisor. Management styles that are too authoritarian tend to promote

high levels of absenteeism among employees also increase turnover, job burnout,

and employee health problems such as backaches and headaches. Employees may

36



also reduce turnover and absences when they begin to feel that working conditions

are satisfactory and that they are becoming more successful in their jobs

2. To know how good relation Improved Morale & Motivation.

Maintaining good Employee & Labour Relations creates an environment of trust

and increases morale. This improves the motivation of the employee & Labour. A

motivated employee & Labour is contagious and is beneficial for the growth of the

company

3. To ensure Harmony in the organization

Increase in the level of job satisfaction has a direct relation with the smooth

workflow. There will be lesser arguments and more discussions. Employees &

Labour will be ready to share information and help each other out.

A good relation between the employee & Labour also inculcates discipline.

Thus harmony is maintained.

4. To ensure Lesser attrition - reduced cost on training, less cost of retention

through employee and labour relation

A reduced attrition rate will reduce the cost of training and induction. Nonew employees will need to start afresh. The company can save on getting to know

new employees.

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5. How it Attracts good talent

Attracting the most qualified employees and matching them to the jobs for which

they are best suited is important for the success of any organization. A good

company with good Employee & Labour Relations will be talked about. There is a

brand image created in the mind of the employees which attracts them to the

company like a drop of honey.

6. To ensure that it is Responsible for increase in productivity.

As the saying goes, a happy worker is a productive worker. Thus a satisfied worker will take lesser breaks, spend lesser time in the canteen gossiping and more time

working for the company. There will be Greater commitment which means quality

output.

There will be loyalty and less wastage of company resources. The employee

& Labour will seek for opportunities for intensifying the business and look out for

new chances of expanding the company. They identify themselves with the work

and this leads to an improved performance. Finally, the act of participation in itself

establishes better communication, as people mutually discuss work problems.

7. To know how it helps in Shared learning and Continuous improvement.

A satisfied employee & Labour will look for ways of continuous improvement.

They will participate in programs such as kaizen and try for the better of the

company. Employees in a good employee & labour relation management will share

their new learning’s and wisdom with his colleagues.

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NEED & IMPORTANCE OF THE STUDY

Relationship influences behavior at work place. People interact with each other

formally, informally, officially and socially that may leads to love, hate, respect,

disrespect, fear, insecurity, anxiety among each other. Attitude and perception

differs from person to person and it leaves impact on the relationship if the

message is miss communicated.

An effective Employee & Labour Relations involves making work culture,

employee & Labour relationship, more healthy by motivating and raising their

morale by giving positive feedback, monetary benefits, challenging work

environment, gift vouchers, holidays trips, education concession, and recognition

in front of all the staff members. The Labour should feel their importance in the

organization and not be treated as machine. Labour’s Idea’s, suggestion, feedback

and they should also be included in decision making which can help themanagement to have varied opinions.

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IMPORTANCE OF EMPLOYEE & LABOUR RELATIONS

• To creates healthy and balanced relationship within the organization as well

as among the employer & employees.

• To foster’s work culture that is live, challenging and dynamic.

• To boost the confidence, morale level, encourages labours to give their

100%.

• To bring out inner potentials, creativity and make employees come out with

new innovative ideas and opinions.

• To treat all the employees & labour fairly without any discrimination andfavoritism.

• To develops more coordination and better communication to avoid conflicts

in the organization.

• To encourages employees & labour participation in decision making,

seminars, learning and culture programs.

• To makes employees & labour more responsible and focused towards their

task and make them feel their importance and their contribution towards the

organization.

• To make employees & labour more productive, efficient, skilled and

proficient in their work.

• To help employees & Labour to be more flexible so that they are ready to

take extra additional responsibilities as an when need arises.

• To maintain work culture where employees & Labour feel that work place is

their Second Home which is stress free, with better infrastructure and other

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additional facilities like Gym, food courts, music while having coffee in rack

room.

• To maintain health of employees & Labour by providing free medical

facilities, health check ups on regular basis so that they feel that special

attention and care is given to them.

41



RESEARCH METHODOLOGY

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure. Research design is a plan that specifies the sources and

types of information relevant to the research problem. It is a strategy specifying

which approach will be used for gathering and analyzing the data. In fact research

design is the conceptual structure within which research is conducted. It constitutes

the blue print for the collection, measurement and analysis of data.

Types of Research Design

Research Design is mainly of three types:-

1. Exploratory Research

2. Descriptive or Conclusive Research

3. Experimental Research

42



1. Exploratory Research: It is often the initial step in the series of studies

designed to supply information for decision-making. The main purpose of

this research is that of formulating a problem for more precise investigation

or of developing the working hypothesis from an operational point of view.

The major emphasis in such studies is on the discovery of ideas and insights.

2. Descriptive Research: Descriptive Research includes surveys and fact-

finding enquiries. The descriptive research is typically concerned with

determining the frequency with which something occurs or determining the

degree to which variables are associated. It is guided by an initial hypothesis.

3. Experimental Research: In experimental research some variables are

manipulated to observe their effect on other variables. Experimentation is

defined as a process where events occur in a setting at the discretion of the

experimenter and controls are used to identify the source of variation in the

subject. Thus, experimental researches are those where the researcher tests

the hypothesis of casual relationships between variables.

The research undertaken by me in this dissertation is descriptive research.

43



METHODS OF DATA COLLECTION

The key for useful systems is the selection of the method for collecting data and

linking it to analysis and decision issue of the action to be taken. The accuracy of

the collected data is of great importance for drawing correct and valid conclusions

from the detailed investigations.

There are two types of data viz., primary and secondary.

1. Primary Data. The primary data are those which are collected afresh and for

the first time, and thus happen to be original in character. There are several

methods of collecting primary data, particularly in survey and descriptive

researches. Some important ones are:

• Observation Method

• Interview Method

• Questionnaire

• Schedules, etc.

2. Secondary Data. Secondary data means data that are already available i.e.

they refer to the data which have already been collected and analyzed by

44



someone else and which have already been passed through the statistical

process. Secondary data may either be published data or unpublished data.

In this study I have used both Primary and Secondary data.

The following have been the sources for collecting secondary data:

Books, magazines.

Reports, websites

INTERNET website of company

INTRANET website of company

HR journals

45



Sample: Employees of Jaypee Group

Sampling size:

The total number of members participated in filling the

questionnaire are 50 and they all were the employees of Jaypee

Group. They all belongs to the Personal & Administration

Department of JRC (Jaypee Rewa Cement) and because of their

help, I am able to prepare my questionnaire properly and correctly.

Sample Technique: Probability

A Probability sampling method is any method of sampling that any

method of sampling that utilizes some form of Random Selection.

46



LIMITATIONS

Every study suffers from certain limitations and so does this. Following are the

limitations to this study: -

• Shortage of time duration for the research work.

• Employees at Jaypee Group. Being very busy in their own work, so

they did not get much time to give responses in a relaxed mood

because the training period was scheduled in the peak season.

• Respondents were reluctant to fill up the questionnaire.

• Hiding of some true facts by the respondents due to the fear of the

management.

• Sample size taken was very small because of time boundation.

• Some of the responses given by the respondents were not legible and

clear.

• Some of the inappropriate respondents may have been included in the

sample.

• Judgmental error may have occurred even though care has been taken.

• The information provided by the respondents is assumed to be 100%

accurate.

47



DATA INTERPRETATION AND ANALYSIS

48



Q.1. What are your criteria of measuring employee & labor relations?

0

10

20

30

40

50

60

1

Job Knowledge

Timeconciousness

Quality of output

Quantity of work

Among all employees, 49% insist that measuring of employee & labor relations

should be based on quality of output, 19% agreed that it should be based on time

consciousness, again 19% think it should be based on job knowledge and only 13%

employees give importance to quantity of output. Thus we can say that majority of

the employees think that quality of output is the most important criteria for

measuring employee & labor relations.

2. What do you feel about the employee & labor relations Programme at Jaypee

Group?

49



0

10

20

30

40

50

60

70

1

Lengthy and tou

Tough but very

reliable

Eas y and reliabl

Unreliable

60% employees of Jaypee Group are comfortable with employee & labor relations

program and find easy and reliable. While only 12% find it unreliable another 12%

found it tough but very reliable and 16% of them find it lengthy and tough. This

shows that all most all the employees believe in the relationship of employee &

labor but some are uncomfortable with its procedure.

Q.3. Which feature is missing in employee & labor relationship Programme at

Jaypee Group?

50



0

10

20

30

40

50

1

Communication

with press

Feedback from

associate

Its perfect

Any other, pls

specify

43% employees believe that there should be a column for ”Feedback from

associate himself” in the employee & labor relationship Programme, while 20 %

demand for the “Communication with press’ column , 28% employees feel that

employee & labor relationship is perfect and only 9% feel as “any other”.

51



Q.4. How do you choose the associates for special assignments?

.

0

10

20

30

40

5060

70

80

1

Analysing his

past records

Analysing hisbehaviour

Analysing his

present

performance

Anyother please

specify…...

68% of employees choose there associates for special assignments on the basis of

analyzing his present performance. Only 18% analyses the past records. 7%

analyses the behavior before choosing their associates for special; assignments

while another 7% of the employees, analyze the analytical capacity and

achievements and targets achieve but consist of only and to of the whole employee

bases.

52



Q.5. What is the reaction of the employee when they are assigned grades on the

basis of employee & labor relationship?

0

10

20

30

40

50

60

1

Highly satisfied

Satisfied

Neutral

Dissatisfied

49% employees replied that they are satisfied with the assigned grades on the bases

of employee & labor relationship. While 31% does not care for it and are neutral

but 12% of the employees replied that they are highly satisfied and rest 8% of the

employee show mare dissatisfaction towards the grade assigned in the basis of

employee & labor relationship.

53



Q.6. Is feedback is important for deciding whether the employee & labor

relationship in the organization is good or not?

Out of 50 members, It was found that 52% of them are agree (i.e. it should be

there) and 40 % of them are agree and strongly agree with the feedback, because it

shows importance. 4% of them are neutral and another 4% were disagree because

they think that it is very much time consuming.

54

010

20

30

40

50

60

1

Promptly Agree

Agree

Neutral

Disagree



Q.7. Under employee & labor relationship motivation should be there, It should be

in the form of?

Out of 50 members, According to 71% employees replied that motivation should

be in the form of both i.e. “Monitory” and “Position”. 20% of them replied that it

should be in the form of Monitory while rest 9% of them replied that it should be in

the form of Position.

55

010

20

304050

607080

1

Monitory

Position

Both



Q.8. Employee & labor relationship in Jaypee is effective mechanisms for

communication and participation?

Out of 50 members, Almost 59% of the employees are agree with the above

statement while 31% of them are partly agree with the statement and rest 10% of

the employees are totally disagree with it.

56

0

10

20

30

40

50

60

70

1

AGREEPARTLY

AGREE

DISAGR

EE



Q.9. Which according to you is the most important parameter in measuring the

knowledge of employees under “employee & labor relationship”?

0

5

10

15

20

25

30

35

1

Theoretical

Knowledge

Learning Ability

Analytical skill

Practical

knowledge

Out of 50 members, 9% of them answered that knowledge should be measure on

the bases of Theoretical Knowledge while 31% of them replied that it should be on

the bases of Learning Ability. 27% answered that on the bases of “Analytical Skill”

knowledge should measure, remaining 33% of them replied that to measure

knowledge on the bases of “Practical Knowledge” will be much better.

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Q.10. Which is the most important ingredient of “employee & labor relationship” ?

0

5

10

15

20

25

30

35

40

1

Contribution

Openness

Awareness of his

own role

Conflict resolution

power

Out of 50 members,

According to 39% of employees, “Contribution” is the most important ingredient

of employee and labor relationship. 21% of employees replied that “Openness” is

the most important ingredient while 33% of employee liked to go with “Awareness

of his own rule” and rest 7% employees answered that “Conflict resolution power”

is the most important ingredient of employee and labor relationship.

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Q.11. Which is the most important parameter to rank the employees commitment

to work?

Out of 50 employees,

According to 9% of employees “Staying beyond scheduled time” is the most

important parameter to rank the employees commitment to work. 58% of them

replied that the most important parameter to rank the employees commitment to

work should be on the bases of “Task consciousness”. Remaining 33% of them

replied that it should be on the bases of “Attitude”.

59

0

10

20

30

40

50

60

1

Staying beyond

scheduled time

Task conciousness

Attitude



Q.12. On what bases “enthusiasm to work” should be ranked?

Out of 50 members,

According to 45% of employees, “enthusiasm to work” should be based on

performing work before time. According to 19% employees “enthusiasm to work”

should be ranked with communicating with peers. 33% replied that it should be on

the bases of Activity while remaining 3% replied that it should be in any other

way.

60

0

10

20

30

40

50

1

Performing

work beforetime

Communicating

with peers

Activity

Any other,



Q.13. In your opinion, what type of relation should take place under “employee

and labor relationship”?

0

10

20

30

40

50

60

1

Evaluateonlyset goals

Beinterestedinpersonalproblemof thesubordinates

Beinterestedinfactual and

impersonalway

Beinterested

intherelationamongsubordinate

Providebothpositiveandnegativefeedback


According to 16% of employees, the relation should be formal and should evaluate

only set goals. While in the opinion of 9% of employees the relation should be

little bit informal also so that the personal problems also get into consideration.

11% of employee replied that it should be in factual and impersonal way. While

another 11% employees replied that there should be interest in the relation among

subordinate. And the remaining 53% employees answered that in the relationship

of employee and labour, both positive and negative feedback should take place..

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Q.14. Are you happy with the system of your organization?


29% of employees replied positively and say ”Yes”. While 25% of them are not

happy with the system of their organization and replied negatively, hence, said

“No”. And the remaining 46% of them did not comment over it.

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0

10

20

30

40

5060

1

Yes

No

Can't say



Q.15. What is the level of business in the system of employee and labor

relationship?


9% of them believe that the level of business in the system of employee and labor

relationship is very high. While in the opinion of 11% employees, the level of

business in the system is high. 45% of them replied that the level of business is

Moderate in this system. 15% believes that the level of business is Low in this

system and the remaining 20% employees did not want to react on this question

and hence they didn’t replied.

63

0

10

20

30

40

50

1

Very high

High

Moderate

Low

No reply



Q.16. Does the employees get appreciated on his/her work, under the system of

“employee and labor relationship”?

0

10

20

30

40

50

1

Yes, in full

Yes, in part

No


31% of them replied positively and said that they get appreciated in full. While

25% of employees are partly agreed with it and replied that they get appreciation

but in part and the remaining 44% of employees replied that they have not get

appreciation on their work.

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Q17: Do you want any change in the employee and labor relationship system

adopted by the company?

0

10

20

30

40

50

60

70

1

Yes

No


60% of the employees are satisfied with the system of employee and labor

relationship adopted by the company and does not want any change in it but the

remaining 40% of employees want change in the system adopted by the company.

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66



FINDINGS

After completing my dissertation, I was supposed to learn about the Employee &

Labor Relations at JAYPEE GROUP. And to learn about various other functions of

the HR Department.

With the fast changing world the skill of man is exploited yet he has been

used as commodity. We should always remember that it is the human being

who is always indispensable. Hence the Human Resources are always and

will be invaluable forever.

Gone are the days when the things were done by the men himself. The men

were than replaced by machinery. In the present context, most of the jobs are

done by the machines only. But we should not forget that it is the man who

invented these so called superficial machines. You need a man behind each

machine to command it.

Any industry cannot run by itself. After so much automation has taken place

around the world, the success of every industry lies in the hands of its

employees (i.e. manpower).

At Jaypee Group, contribution, creativity and learning are respected as well

as expected. I had an excellent experience working with JAYPEE, no matter

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for a small period. I have learned a lot by interacting with senior and junior

staff working out there. And I realized that machines cannot replace the

people and success of this organization is because of its employees. For the

employees to give their optimum output, the organizations have to be well

versed with the needs of its employees. If the performance of the employees

are evaluated correctly, their weak points can be identified hence as per their

requirements, corrective actions can be taken. By making arrangements of

training and development programs in the organization the skill and

efficiency of the employees can be increased which in turn contributes to the

production of the company. It is good on the part of the management of

Jaypee Group that every small aspect of the employees is taken care of. I had

a wonderful experience during my training period when the birthdays and

anniversaries of employees were celebrated by giving them bouquet, thus

giving them recognition. These small things are much appreciated which I

found while working in Jaypee Group.

The company has also made the arrangement of transport facility (bus) at

different shifts for the employees. This enables them to save both their time

and money and besides this it also helps them to reach the company on time.

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The management is doing its best for the growth of its employees, because

they know the success of their employees is their own success. In the

organization the management have been able to use the hands of their

employees. Now the organization must use their hearts and one of the best

ways to reach the hearts is by proper “Employee & Labor Relationship”.

It has been a privilege to apply my theoretical knowledge into practical. As a

result of my, I observed that there are certain gaps in the current relationship

of employee and labor process that need to be filled in order to improve the

relations of employee and labor and on the basis of such findings I have

given certain recommendations. I have been able top experience the actual

work settings and to know about the various functions that fall in the HR

department. I value this experience and consider this to be the foundation of

my career in HR

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70



SUGGESTIONS

Certain recommendations can be made after interviewing various employees at

different levels with the help of my questionnaire. Some recommendations are as

follows: -

» The existence of an atmosphere of confidence and trust so that both supervisor

and employee may discuss matters frankly and offer suggestions which may be

beneficial for the organization or for an improvement of the employee.

» The supervisor should try to analyze the strengths and weaknesses of an

employee and advise him on correcting the weaknesses.

» The process of appreciation program should be less time-consuming and less

costly. It should also bring the maximum benefits.

» The result of the observations, particularly when they are negative, should be

immediately communicated to the employees, so that they may try to improve

themselves.

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» The meeting should be arranged so that employees may be supplied with

feedback and the organization may know the difficulties under which employees

work, so that their training needs may be discovered.

» The standards of employee and labor relationship can be improved by training

the evaluators.

» To make employee and labor relationship more potential, Jaypee Group should

include some more steps.

» Each and every individual should be provided with his or her feedback from all

points of view.

» I suggest there has to be certain parameter that can judge and analyze the

individual’s overall personality as this would help a lot in their potential

evaluation.

» Training provided to the individual should be regular intervals and also the pre-

training program and post-training program should be analyzed for a effective

overall system.

The organizational culture should be more transparent as per the most of the

respondent.

Employees function should be extended with proper reasons.

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Feedback shouldn’t be ambiguous. In other words certain fixed parameter

should be set to evaluate feedback on the basis of which their work done.

Better working environment with the help of co-ordination & team work.

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74



CONCLUSION

After working on my dissertation report, I can conclude that Human Resource

Functions are the strategic and coherent approach to the management of an

organization’s most valued assets- the people working there who individually and

collectively contribute to the achievement of the objectives of the business.

The term “Human Resource Function” (HRF) and “Human Resource” has largely

replaced the term “employee and labor relationship” as the description of the

processes involved in managing people in organizations. In simple sense, HRF

means employing people, developing their resources, utilizing, maintaining and

compensating their services in tune with the job and organizational requirement.

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76



ANNEXURE

Dear Respondents,

This study on "EMPLOYEE & LABOUR RELATIONS” is being undertaken

purely for academic interest (for the partial fulfillment for award of degree of

management) and the response given by you will remain strictly confidential.

Your support in the filling up of the following questionnaire to the best of your

knowledge would help in completing my dissertation report.

Name: ...........................

Designation: .......................

Age: .............................. Grade: ...............................

Department: ................... No. of years of service: .......

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ANNEXURE –

QUESTIONNAIRE

Q.1. What are your criteria of measuring employee & labor relations?

a. Job knowledge

b. Time consciousness

c. Quality of output

d. Quantity of output

Q .2. What do you feel about the employee & labor relations Programme at Jaypee

Group?

a. Lengthy and tough

b. Tough but very reliable

c. Easy and reliable

d. Unreliable

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Q.3. Which feature is missing in employee & labor relationship Programme at

Jaypee Group?

a. Communication with press

b. Feedback from associate himself

c. It’s perfect

d. Any other, pls specify............

Q.4. How do you choose the associates for special assignments?

a. Analyzing his past records.

b. Analyzing his behaviour

c. Analyzing his present performance.

d. Any other, pls specify..............

Q.5. What is the reaction of the employee when they are assigned grades on the

basis of employee & labor relationship?

79



a. Highly satisfied

b. Satisfied

c. Neutral

d. Dissatisfied

Q.6. Is feedback is important for deciding whether the employee & labor

relationship in the organization is good or not?

a. Promptly agree

b. Agree

c. Neutral

d. Disagree

Q.7. Under employee & labor relationship motivation should be there, It should be

in the form of?

a. Monetary

b. Position

c. Both

80



Q.8. Employee & labor relationship in Jaypee is effective mechanisms for

communication and participation?

a. Agree

b. Partly Agree

c. Disagree

Q.9. Which according to you is the most important parameter in measuring the

knowledge of employees under “employee & labor relationship”?

a. Theoretical knowledge

b. Learning ability

c. Analytical skill

d. Practical knowledge

Q.10. Which is the most important ingredient of “employee & labor relationship” ?

a. Contribution

b. Openness

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c. Awareness of his own work

d. Conflict resolution power

Q.11. Which is the most important parameter to rank the employees commitment

to work?

a. Staying beyond scheduled time

b. Task consciousness

c. Attitude

Q.12. On what bases “enthusiasm to work” should be ranked?

a. Performing work before tome

b. Communicating with peers

c. Activity

d. Any other

82



Q.13. In your opinion, what type of relation should take place under “employee

and labor relationship”?

a. Evaluate only set goals

b. Be interested in personal problems of the subordinates

c. Evaluate in factual and impersonal way

d. Provide both positive and negative feedback

Q.14. Are you happy with the system of your organization?

a. YES

b. NO

c. CAN’T SAY

Q.15. What is the level of business in the system of employee and labor

relationship?

a. Very High

b. High

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c. Moderate

d. Low

e. No reply

Q.16. Does the employees get appreciated on his/her work, under the system of

“employee and labor relationship”?

a. Yes, in full

b. Yes, in part

c. No

Q17: Do you want any change in the employee and labor relationship system

adopted by the company?

a. Yes

b. No

84



85



BIBLIOGRAPHY

BOOKS / JOURNALS

1. Chhabra T.N., Human Resource Management – Concepts and Issues,

Dhanpat Rai and Co.

2. Mamoria C.B., Personnel Management.

3. Gupta Dr. C.B., Human Resource Management, Sultan Chand and Sons

Publication, New Delhi, 6th edition.

4. Prasad L.M., Principles and Practices of Management, Sultan Chand and

Sons Publication.

5. Kothari C.R., Research Methodology, Vishwa Publications, New Delhi

MAGAZINES:

• Business World

• Business Today

NEWSPAPERS

• Times of India,

• Times Assent.

WEB SITES:

www.jrp.com

www.google.com

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http://www.jrp.com/

http://www.google.com/

http://www.jrp.com/

http://www.google.com/



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HR - JP Groups - Employee & Labour Relations

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