Beruflich Dokumente
Kultur Dokumente
Pranabesh Ray
ZORRO ENGINEERING LIMITED
By the end of 1992, production problems had been overcome and Mr. Dayal
began giving more attention to the commercial and administrative functions.
The previous wage agreement with over 1,500 workers and 450 staff was due
to expire by March 1993, and there were already signs of growing unrest. The
number of complaints and grievances regarding partiality, injustice and
nepotism, in the recruitment, promotions, transfers, incentive payments, and
pay scales areas were again increasing. Mr. Dayal expected that inter-union
rivalries, and the resultant pressures on management, would soon increase.
He was, therefore, anxious that the internal functioning, of the personnel,
industrial relations and administrative sections be geared immediately to take
care of the expected increase in workload.
In order to help in the review and streamlining of work being handled by the
Administration Manager, Mr. Dayal requested that the personal files of officers
working under Mr. Kumar be sent to him, along with their duty lists. The first
officer whose case came up for review was Mr. Aseem Bose, Personnel
Officer. Along with other papers, Mr. Bose's file contained his performance
evaluation report for.1992. Mr. Dayal was surprised to find wide disparities
between the self-appraisal report submitted by Mr. Bose, and the detailed
assessment done by Mr. Kumar. (See details given in Exhibit-2.)
It appeared to Mr. Dayal that the appraisal system and form used did not help
him to make an independent assessment of Mr. Bose's work. He, therefore
sought the "informal" opinion of the Administrative Officer, and Mr. Bose's
subordinate officers, in order to get a clearer picture. The "general
comments" of these four officers are given in Exhibit-3.
Mr. Dayal was keen on improving the appraisal system being used in Zorro.
He was also wondering what actions he should take on Mr. Bose's
performance evaluation report for 1992.
Exhibit-1
Partial Organisation Chart of Zorro Engineering Works Ltd.
Factory Manager
(Mr. Ashok Dayal)
Production
Manager
Commercial
Manager
Production
Supdts.,
Foremen and
Office Supdts.,
Assistants and
Clerks
Administration
Manager
(Mr. Rajesh Kumar)
Personnel
Administrative
Officer
Officer
(Mr. Aseem Bose)
Staff
Enquiry
Officer
Labour
Officer
Enquiry Clerk
Medical
Officer
(Part-time)
Office
Clerk
Exhibit-2
Zorro Engineering Works Limited
Performance Evaluation Report-Commercial Officers
PART A
Personal Data (To be filed in by the personnel department)
1.
2.
3.
4.
Name
Age
Qualifications
Experience
:
:
:
:
5.
6.
7.
Date of joining :
Designation
:
Reporting to
:
PART B
Self-Appraisal (To be filled in by the officer being evaluated)
During the last one year as Personnel Officer, I have looked after the entire
labour welfare, legal and industrial relations work in the factory. The work has
been done as per the list of duties assigned to me by the Administrative
Manager. The Enquiry Officer, Labour Officer, Medical Officer and Assistant
Labour Officer have been reporting to me, and I have also been in very close
touch with the Administration Manager and other senior officers in the factory.
Direct contact with the labour unions has also been one of my important
duties.
I am happy that even though a new post of Personnel Officer was created
when I joined, have fully established the Personnel department. At the time of
joining, there was no co-ordination between officers looking after the
personnel work. As a result, the Production and Commercial Managers had
to contact the Factory Manager directly, for solving problems connected with
workers and staff. Now, however, all managers come to me with their
problems and I give them decisions. Because they know that I am in-charge
of the personnel department, and listen to their problems, even the workers
come to me when they have any problems with their foremen. I give prompt
attention, immediately ring up the foreman's manager, and get their problems
solved.
The labour welfare activities (sports, recreation, canteen, fair-price shop, and
credit society) have also been improved and all workers are happy. As a
result, the discipline within the factory has improved and the number of charge
sheets issued every month has decreased. I have also started a suggestion
scheme so that the complaints and grievance of workers can be handled
quickly.
The working of the legal department has been improved and the number of
charge sheets pending with the department has gone down from 40 in
February 1992, to only 15 now. This prompt disposal of pending enquiries has
given the workers a feeling that justice will be promptly given to them in future
also. I, therefore, expect that my close contacts with union leaders will help
the management to negotiate a suitable wage agreement before March 1993.
I am extremely thankful to my manager for his full guidance and
encouragement in my work. He has appreciated my work a number of times
and this has helped me to gain the co-operation of the Administrative Officer,
Labour Officer and other officers in the department. I am also thankful to the
Factory Manager for his guidance at all times.
I am looking forward to increased responsibilities next year. At present the
personnel work of recruitment, salary administration, promotions and
incentives is being handled either by the Administrative Officer or within the
commercial
and
production
departments,
by
respective
office
superintendents. Since this work should be the prime responsibility of the
personnel officer, I hope that the management will include these functions as
part of my regular duties. In that case, the routine work of labour welfare can
be handled by an Assistant Labour Welfare Officer recruited for the purpose.
I would like to again thank the Administration Manager and Factory Manager
for their guidance and encouragement at all times.
Signature
Name
Designation
Date
:
:
:
:
-Sd(Aseem Bose)
Personnel Officer
November 15, 1992
PART C
Assessment by immediate superior
I.
Personal Qualities
1.Integrity
2. Discipline
3. Punctuality
4. Attendance
5. Honesty
6. Initiative
7. Tact
:
:
:
:
:
Very good
Very good
Very good
Very good
Very good
Fair
Poor
8. Leadership
:
9. Personality
:
10. Health
:
11. Communication
Oral
:
Written
:
12. Relationship with
Supervisors
:
Colleagues
:
Subordinates
:
13. Cost consciousness
:
14. Ability to get work from
others
Average
Average
Very good
Very good
Average
Very good
Average
Poor
---: Poor
II.
Major Strengths
Mr. Bose is a good desk worker, and has good talking abilities. He also
has theoretical knowledge of labour welfare and personnel work.
III.
Major Weaknesses
He needs to improve his relationships with people and his ability to get
work from others.
IV.
General Remarks
I am not at all satisfied with the work done by Mr. Bose.. He gives
opinions and advice without proper study of the problem. His
relationships with subordinates and colleagues are poor, and many
officers have complained that he is impolite. The labour officer and
administrative officer who have been working in our factory for 15 -20
years, have also complained that he does not treat them respectfully.
A detailed list of duties had been given to Mr. Bose when he joined. My
specific comments against each of the duties assigned are given in the
extra sheet attached.
V.
VI.
2. Co-operative Supply
3. Employees Credit
Society
4. Medical Scheme
5. Sports Club
6. Library
(B) Printing House Journal
2.Grievance Procedure
Comments on performance
Sl.
No.
Duties assigned to
Mr. Bose
3.Conciliation, Industrial
Tribunal, Labour Courts,
Arbitration, Payment of
Wages Inspector
4. Enquiries
5. Personnel Planning
and Evaluation
a) Assessment of
Strengths and
Weaknesses of the
company's personnel
policies and practices.
b) Conduct of morale
surveys, preparation
of manuals and
Organisation charts
with the detailed
duties of officers, Job
analysis and job
Evaluation.
Comments on performance
He does not provide information to the
conciliation officer, Industrial tribunal,
Labour Courts and Arbitrator in time.
The work of enquiries and charge sheets
has been improved on by the Enquiry
Officer
He should make a periodic assessment of
the strengths and weaknesses of our
personnel policies and practices and
assist in the formulation of better policies.
This is not being done.
He has not conducted any morale survey
or prepared any manuals, organisation
charts or job descriptions, or done job
analysis and job evaluation.
EXHIBIT- 3
General Comments of Mr. Bose's Colleagues and Subordinate Officers
1.
Administrative Officer: The A.O. had been with Zorro for over 20 years,
and had slowly risen from the clerical cadre to his present position.
According to Mr. Dayal, he was an asset to the Company. Because of
his long experience, he knew all the procedures, rules and precedents,
and could therefore handle general administration and establishment
matters very competently. His longstanding personal relationships with
workers and staff had also helped, especially in the performance of his
earlier duties of welfare, and labour relations. However, since he
seemed considerably overworked, and had a limited potential for
growth, it had been necessary to create an additional post of Personnel
Officer.
The AOs comments are given below:
"The new P.O. is doing only part of the duties I was earlier doing single
handed, and he is being paid more than I am getting. I would not
grudge him this, provided his coming here had really benefited our
factory. I, however, cannot see many improvements made. The
personnel work is still being performed in the same ad hoc manner by
various department managers, and the labour matters and enquiries
are, in any case, being handled by others officers like the L.O., A.L.O.,
and E.O. Therefore, I don't really know what keeps the P.O. busy all
day long."
2.
Labour Officer. The L.O. had been incharge of legal matters in Zorro for
about 15 years, and had also applied for the post of P.O. as an internal
candidate. His narrow specialisation in legal aspects alone had gone
against him, and even though the Administration Manager had
recommended his promotion, the Interview Committee consisting of the
Factory Manager and his three managers (I/c Production, Commercial
and Administration), had not found him suitable for personnel work.
The L.O.'s comments are given bellow:
"I am reporting to the P.O. for all legal matters, and have to take orders
from him. However, he is too inexperienced and immature, and has only
theoretical knowledge.
I have been in Zorro for over 15 years and was earlier handling legal
matters, including the work of labour courts, and industrial tribunal
independently. I would like the P.O. to handle even one case on his own
without my help."
3.
Assistant Labour Officer: The A.L.O. was a young man, recruited just 8
months earlier. According to Mr. Dayal, he was "extremely bright" and
would do well after he had gained some more practical experience.
The A.L.O. commented as under.
"I come in contact with the P.O. largely through the Labour Officer.
However, my view is that he is a capable officer, and would do well if he
got some more guidance and co-operation from other officers in our
department. I really don't want to say anything more than this."
4.
Enquiries Officer: The E.O. had been in Zorro for 8 years and was
incharge of discipline matters.
His comments are given below:
"I like the P.O. Earlier we used to have a highly legalistic approach to our
workers in disciplinary matters, and for every minor offence we would
charge-sheet the worker. Now we don't do that. We try to sort out the
matters informally, and I think this has made the workers happier. Of
course, there are other reasons also why the workers could be happy or
unhappy. Good discipline, welfare, and labour relations should really be
the responsibility of all officers and not just the P.O. or E.O., although we
officers in the Personnel Department have to give proper guidance.
Quite a lot depends on others also."
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