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 MR. SWARN KANT MISHRA MIMT, Gr. Noida SUBMITTED BY NISHANT KUMAR MISHRA BBA (VI Sem) Roll No. 9921586

MANGALMAY INSTITUTE OF MANAGEMENT & TECHNOLOGY

KNOWLEDGE PARK-II, GREATER NOIDA (AFFILIATED TO CCS UNIVERSITY, MEERUT)

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

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 dont 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)

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

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

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

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 Groups 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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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 ISO9001:2000,

PHOTO GALLERY

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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 companys 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 companys electricity costs by nearly half, from the present Rs 4.50 per unit to about Rs 2.20 per unit. Jaypee Cements 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 managements 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 ViceChancellor, and through the Vice-Chancellor to Council and Council's subcommittee 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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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

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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. No new 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 learnings 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. Labours Ideas, suggestion, feedback and they should also be included in decision making which can help the management 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 fosters 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 and favoritism. 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.

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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

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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 factfinding 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.

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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

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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

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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.

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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.

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DATA INTERPRETATION AND ANALYSIS

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

60 50 40 30 20 10 0 1 Quantity of work Job Knowledge Time conciousness Quality of output

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?

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70 60 50 40 30 20 10 0 1

Lengthy and tough Tough but very reliable E as y and reliable 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?
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50 40 30 20 10 0 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.

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

Analysing his past records Analysing his behaviour Analysing his present performance 1 Anyother please specify...

80 70 60 50 40 30 20 10 0

. 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.

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Q.5. What is the reaction of the employee when they are assigned grades on the basis of employee & labor relationship?

60 50 40 30 20 10 0 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.

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Q.6. Is feedback is important for deciding whether the employee & labor relationship in the organization is good or not?

60 50 40 30 20 10 0 1 Promptly Agree Agree Neutral Disagree

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.

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Q.7. Under employee & labor relationship motivation should be there, It should be in the form of?

80 70 60 50 40 30 20 10 0 1

Monitory Position Both

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.

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Q.8. Employee & labor relationship in Jaypee is effective mechanisms for communication and participation?

70 60 50 40 30 20 10 0 1

PARTLY AGREE AGREE

DISAGR EE

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.

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Q.9. Which according to you is the most important parameter in measuring the knowledge of employees under employee & labor relationship?

35 30 25 20 15 10 5 0 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 ?

40 35 30 25 20 15 10 5 0 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?

60 50 40 30 20 10 0 1

Staying beyond scheduled time Task conciousness Attitude

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.

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

50 40 30 20 10 0 1

Performing work before time Communicating with peers Activity

Any other,

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.

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Q.13. In your opinion, what type of relation should take place under employee and labor relationship?
6 0 5 0 4 0 3 0 2 0 1 0 0 1 B i t r se en e t d e i pr oa n es n l po le o t e r b mf h s b r in t s u od ae B i t r se en e t d e i f cu l a d n at a n i pr o a m s nl e wy a B i t r se en e t d e i t ee t n n h r l io a a og m n s b r in t u od ae Pve o r id b t o h p s iv a d oi e n t ng t e ea iv f e bc e d ak Ea a o l v lu t n e y s tga e o ls

Out of 50 employees, 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?

60 50 40 30 20 10 0 1 Yes No Can't say

Out of 50 employees, 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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Q.15. What is the level of business in the system of employee and labor relationship?

50 40 30 20 10 0 1 Very high High Moderate Low No reply

Out of 50 employees, 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 didnt replied.

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Q.16. Does the employees get appreciated on his/her work, under the system of employee and labor relationship?

50 40 30 20 10 0 1 Y in full es, Y in part es, No

Out of 50 employees, 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?

70 60 50 40 30 20 10 0 1 Y es N o

Out of 50 employees, 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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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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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 individuals overall personality as this would help a lot in their potential evaluation. Training provided to the individual should be regular intervals and also the pretraining 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 shouldnt 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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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 organizations 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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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: .............................. Department: ................... Grade: ............................... 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. Its 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?
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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
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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

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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. CANT 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

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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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