CHAPTER-6

FINDINGS AND SUGGESTIONS

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7.1 FINDINGS OF THE STUDY:The major findings of the present study on HRD PRACTICES IN
SELECTED CHEMICAL UNITS IN GUJARAT STATE are summarized
as follows:
A. The Findings Regarding Chemical Industries Of Gujarat:
1. The Chemical Industries in India playes an important role in the economic
development. At present, it is growing at more than 9% annually.
2. Indian Chemical Industry is the twelfth largest in the world. It is third in
Asia, first beining China and second Japan. Chemical Industry contributes
30% of the total export from industries.
3. Chemical

Industries

in

India

provides

support

to

Pesticides,

Pharmaceuticals & Petrochemicals industries.

4. The chemical industries in Gujarat comprise of about 500 large and
medium scale units about 16,000 of small scale units.
5. The Indian Chemical industries comprises of small and large scale units. At
present there are about 40,000 chemical manufacturing units are operating
in the country and of which above 80% are covers in the small scale
sectors.
6. To give boost-up to chemical industries, Government of Gujarat has set up
mega estates, particularly for chemical, at Ahmedabad, Vadodara
Ankleshwar, Panoli, Vapi, Vatva, Jagadya, Vilayat,Kutch,Mehsana and
Dahej.
7. Recently government has come up with Dahej PCPIR. It focuses on
investment regions, Tate of the arts infrastructure, manufacturing facilities
and export.
8. PCPIR is spread over 453 km of brown field area in the coastal belt of Gulf
of Khambhat in Bharuch District. The proposed industrial SEZ in the
PCPIR includes, petrochemical and downstream petrochemical industries,

345

synthetic organic chemicals, industrial gas producing industry, packaging

industries, shipbuilding/fabricating units.
9. For chemical industries Gujarat government has given high priorities with
the objectives of balance, growth and generating large scale employments.
10. A large number people are directly employed in the chemical industries of
India, while in Gujarat more than 50 lakh people are employed directly and
equal numbers of people employed indirectly with this industries.
11. The LPG concept has swept aside technological barriers and age old
monopolistic practices, introducing healthy competition in the market and
above all, it has given the consumers a wide range of products and choices.
12. The Indian chemical industry has tremendous potential for economic
development. Following are the major observations made about Indian
chemical industries.
(i) 13% of the total export contribution
(ii) 13% of the industrial output
(iii) 7% of the GDP
(iv) 10%-12% growth per annum
(v) 2% of global chemical industry.
(vi) 12th largest in the world.
(vii) 3rd largest in Asia.
(viii) 12.5% of countrys industrial production.
13. The demand for organic chemical industries has been increasing nearly
by 6.5% annually.
14. Various chemicals provided by chemical industries is useful in
constructions,

automotive,

pharmaceuticals,

fragrance,

agriculture,

fertilizers and cosmetic users.

15. To provided skills and qualified workforce Gujarat has large of number of
Universities, institutions and colleges to impart theoretical and practical
knowledge using state of the art, technical expertise and technology.

346

B. The Finding on HRD practices on Chemical Industry of Gujarat:

1. According to present study, large scale chemical unit in Gujarat have

adopted democrative leadership style while small scale chemical units have
even today autocrative leadership style. A rare case is observed using free
rain leadership style.
2

Chemical industries is mostly managed in a traditional way, however

recently formal system of human resource planning is also adopted today
around 90% units believe in formal human resource planning.

The study reveals that responsibility for human resource planning vest on
HR manager in line with vision of tuff management. In large scale
chemical units professional HR managers are employed for HRP. In
medium and small scale chemical units of Gujarat HRP is done at tuff level
and implemented through various layers Hierarchy.

There is no specifying formula available to determine the term for HRP.

According to study the term of HRP ranges from 1 to 4 years. It largely
depends on the size of the unit management vision and market factors.

Chemical Industry is highly employment oriented it provides employment

to skilled, unskilled, techno crack, consultancy management, personal etc.
In large number of different destination. Gujarat has chemical units located
at every corner of the states, which provided employment opportunities to
the lakhs of people directly and indirectly.

Chemical units in Gujarat Constantly go for requirement. It is done in both

traditional and modern ways. In Gujarat small scale units use traditional
methods while large chemical units perforce modern methods for
recruitment. Study reveals that 34% unskilled worker, 36% skilled
workers, 10% upper level and 26% middle level employee are required
using modern method by large scale units.

Chemical units of Gujarat use different sources for requirement. The

present study reveals that of total 18% are using news papers and internet
347

for requirement for manager and officers. While employment exchange

reference call of mouth are widely used to recruit workers by medium and
small scale chemical units. It is also found that few chemical units have
creating their old database for recruitment.
8

Promotion in chemical units motivates employees and boost up their moral.

The study extracts that 41% chemical unit in Gujarat grants that promotion
on the basis of seniority, 32.14% grant the promotion on the basis of
combination of both seniority and merit.

Economics return associated with promotion is found to poor certain

chemical units on account of recession have stop given promotion to
employee which has become a matter of grievance.

10 All organization accepts that training is costly but absence of training too
costly. To train people chemical units uses both on the job and off the job
training methods. According to study 35% units provides on the job
training, 31% provided off the job training. For managers and supervisor
off the job training is used and for workers on the job training widely use.
11 The duration and timing for training are different for categories of
employees. Training program also include computer training, behavioral
training and interpersonal relationship input. During last 5 years more than
20000 employees are train using different method by the chemical units in
the Gujarat.
12

Their exists significant different in wage and salary structure of large

scale and small scale chemical units in Gujarat. It is found that as
compared to small scale chemical units, large scale chemical units have a
fairly reasonable and systematic wage and salary structure for their
employees, manager in chemical units are paid compensation ranging
between Rs. 25000 to 75000 for supervisor range Rs. 10000 to Rs. 20000
for permanent worker Rs. 5000 to 15000 and adhoc worker up to Rs. 5000
per month.

348

13 Chemical units in Gujarat evaluate the performance for their employees

during their work the term used are different. Most of chemical units under
study major performance of their employee on yearly basis. Small scale
chemical units use traditional method while large scale use and ideal
combination traditional and modern method. Large scale units maintain up
to date record of employees for their performance evaluation. Career
Counseling is also discussed to employee at that time of performance
appraisal. According to study 60% organization use traditional method,
17% modern, 23% use both traditional and modern methods for
performance appraisal. As so below

Table No: 6.1 Method of evaluate the performance for employee

Responded
No

Category

Method for Employees performance

Traditional Modern
1. Manager

of both

Total (Per)

09

10

11

30

(30%)

(33.3%)

(36.7%)

(100%)

10

16

30

(13.3%)

(33.3%)

(53.3%)

(100%)

21

02

07

30

(70%)

(6.7%)

(23.3%)

(100%)

2. Supervisor 04

3. Worker

Combination

Source: Based on complied and analyzed data collection Field work.

14. Employees has human being remain absent on that job for many reason.

For Present study following observation made regarding absenteeism.

(i) Average absenteeism rate is below 5%
(ii) More absenteeism rate is below 5%
(iii) Absenteeism is seen for personnel, social and religions reason.
349

(iv) Employee of large plant remain absent their job seeking prior
permission while in mini plants occasionally permission is taken
and granted for the level demand
(v) Alcohol and indebtedness have also been observed for
absenteeism in mini plant.
(vi) Absenteeism in mini plants disturbs and existing work schedule.
(vii) Demand for leave is more and acute during school vacation
period i.e. during Diwali and summer.

15 The industrial relations situation in chemical industry of Gujarat is

reasonably good during the last 5 years their were only 2 strikes in two
company only .During 2009-10 strike was found in Deepak nitrate ltd and
Shreeji examine corporation and that was resolved amicably. Men days lost
work tolangbly industrial relation scenario in the units under study is good
and employee management relation are found to be cordially.
16 Workers Participants in management -This concept is greatly expected by
the large chemical units in Gujarat, while such concept is absent in small
and medium scale chemical units. According to study 7 out of 30 units
Respondents that worker participant in management system are working
while 23units Respondents that such system does not exist At present large
scale units joint committee and join management are widely used for
employee participants in management.
17 Large chemical units have been found to provide facilities beyond the
stationary requirements large scale units believe that organization cannot
grow unless they have satisfied workforce. In the present study in found
that for the welfare and better management of the employees. Various
facilities namely Transportation, insurance, bonus, vehicle, intrestfree-loan,
maternity leave, L.T.C etc are given beyond statuary requirements.

350

TABLE NO: 6.2

OTHER BENEFITS FOR EMPLOYEES

No. D. OTHER
BENEFITS
1.
Canteen
2.

Uniform

3.

House check
up
Medical check
up
Bonus

4.
5.
6.

12.

Ventilation
Facilities
Clean Work
place
Parking
Facilities
School for
employee
children
Workers
education
programme
Career
Guidance
Library

13.

Housing loan

14.

16.

Cultural
Activities
Sports meet/
Facilities
Stores

17.

Marriage Gift

18.

YogaMeditation
Tools
Expenses
Company Car
and Subsidies

7.
8.
9.

10.

11.

15.

19.
20.

RATING SCALES
A
BA
P
NE
05
6
4
10
5.55% 6.7% 4.44% 11.1%
09
05
00
01
10%
5.55% 1.11%
10
05
04
40
11.1% 5.55% 4.44% 44.4%
20
00
00
06
22.2% 6.7%
12
03
00
02
13.3% 3.33% 2.22%
10
02
00
68
11.1% 2.22% 75.5%
12
03
00
35
13.3% 3.33% 38.9%
09
00
00
20
10%
22.2%
05
00
00
45
5.55% 50%

E
25
27.8%
34
37.8%
15
16.7%
48
53.3%
40
44.4%
05
5.55%
15
16.7%
21
23.3%
20
22.2%

G
40
44.4%
41
45.5%
16
17.8%
20
22.2%
35
38.9%
05
5.55%
25
27.8%
40
44.4%
20
22.2%

36
40%

24
10
00
26.7% 11.1% -

00
-

20
90
22.2% 100%

10
11.1%
23
36.7%
45
50%
25
27.8%
10
11.1%
15
16.7%
10
11.1%
18
20%
15
16.7%
25
27.8%

30
33.3%
40
44.4%
21
23.3%
30
33.3%
10
11.1%
25
27.8%
12
13.3%
15
16.7%
11
12.2%
26
28.8%

00
02
2.22%
00
05
5.55%
00
00
00
00
00
00
-

30
33.3%
08
8.9%
10
11.1%
25
27.8%
48
53.3%
35
38.9%
62
68.9%
45
50%
69
76.7%
30
33.3%

15
16.7%
17
16.7%
15
16.7%

05
5.55%
00
9
10%
05
5.55%
15
7
16.7% 7.8%
8
7
8.9% 7.8%
00
06
6.7%
7
5
7.8% 5.55%
3
2
3.33% 2.22%
09
00
10%
-

351

Total
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%

90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%
90
100%

21.

Moving
Expenses

13
30
05
00
14.4% 33.3% 5.55% -

00
-

42
90
46.7% 100%

Following observations have been made about facilities to employees based

on opinions of employees selected at random during the present study;

(i) Out of 90 Respondents, 25 respondent oriented that canteen facilities

is Excellent,40 said good while 10 Respondents that such facilities
does not excites in their company.

(ii) 34 out of 90 Respondents that they are given uniform, such facilities
excellanty.9 Respondents staiyed that uniform facilities average in
their origination.

(iii) 40 out of90 Respondents agred that they are given bonus by the
company beyond statutory requirements, 35 response that there are
given as per low.

(iv) Parking facilities in chemical units is found to be poor and in balance.

(v) Career counseling is excellent- as been response by 10 respondent
while 30 out of 90 respondent status that good career guidance
provider them.

(vi) Library facilities is provided by all organization understand 23

respondent excellent 40 good, 17 excellent and 8 said no such
facilities.

(vii) Sports facilities easier not develop and accepted by the chemical
units. Under study on few organizations impart sport activities.

(viii) Transportation facilities provided excellent by large scale units only

such facilities is poor or not exists in small scale units under study.

18. In chemical units Gujarat there are lot of opportunity for the career growth
and development for different category of employees. According to studies
only large scale chemical units have traditional and informal system of

352

career counseling while medium and small scale units career counseling
concept is absent.

19. Employee turnover ratio is above 19% average in small units in Gujarat.
Small scale units higher employee on adhoc basis and mostly under paid.
The quit has reason were fresh higher opportunity is due. Sometimes
location of the chemical units also responsible for higher turnover.

20. In Following are the responses of management about the nature of HRD
practices in the Chemical units under study.
TABLE NO-6.3
RESPONDED
VIEW

NO. OF
RESPONDED

TOTAL
PERCENTAGE

Very good

10

33.33%

Good

09

30.00%

Average

06

20.00%

Poor

03

10.00%

Very Poor

01

03.33%

Cant Say

01

03.33%

30

100%

Total

Source: Based on complied and analyzed data collected through field work

Existing employee management, in response to existing HRD practices

managements response was in six categories namely very good, good
average, poor, very poor and cant say. HRD Status is very average has
responded by selected chemical units under study by 06(20.0%). While
63.33% units responded that good HRD practices prevail in their units,
another 10% of units each said that HRD practices are average or poor.
353

21. Following are the responses of Employes about the nature of HRD
practices in the Chemical units under study.
TABLE NO-6.4
RESPONDED
VIEW

NO. OF
TOTAL
RESPONDED PERCENTAGE

Very good

19

21.11%

Good

22

24.44%

Average

30

33.33%

Poor

14

15.55%

Very Poor

03

3.33%

Cant Say

02

2.22%

Total

90

100%

Source: Based on complied and analyzed data collected through field work

As management responded pertaining to existing HRD in their

organizations, employees of 30 units also responded freely to say about
HRD situation in their organizations.11 (21.11%) employees responded
that very good HRD situation in their units. Another 22(24.44%)
responded that good employee management relation is prevailing; While
30(33.33%) employees viewed the average and 14(15.55%) viewed poor.
23 According to HRD Rating, both managements and employees of chemical
units believe that Good HRD practices do exist in chemical industry of
Gujarat.
24 Chi-square statistical test at 5% level of significance revales that views it
may be conclude that views of employees and management on prevailing
HRD practices are same in the chemical units under study. In other word

354

there is no significance difference between views of both management and

employees of chemical units about prevailing HRD practices.

6.2 SUGGESTIONS
A. Suggestions for management
B. Suggestions for employees
C. Other Suggestions.
A

SUGGESTIONS FOR MANAGEMENT

1. Gujarat is the one the fastest developing state in term of economic/

having abundant natural resource particularly for the chemical industry.
Therefore it is suggested here that present installed capacity and percentage
utilization of the existing plant should be increase so as to occupy first
position in industrial development in the country. For this it is needed and
suggested that both government and entrepreneurs should come forward
with policy and proposal respectively.
2. India has become of member of WTO, and it is expected that by 2020.
India will be a termed has developed country. With respected to this
chemical industries should adopt worker participation in management
philosophy irrespective of size and form.
3. Promotion policy as one of the key factors that affect HRD. Therefore, it is
suggested for the chemical units of Gujarat that:
There should be increased monetary and non-monetary incentives
associated with promotion. Present incentives are inadequate. It is
further suggested that these benefits, once granted, should be
provided with immediate effect.
Promotion is the sole right of the employees. Once it is due and
not given, it could create HRD problems. Therefore, it is
advisable not to deprive employees of their right to promotion.
355

4. The chemical industrial has expend significantly over the past 5 year is
2009 to 2012. Reflecting a strong global economic background. The share
of Gujarat Government with respect to the selected unit is 31% respective
leave therefore it is suggested here that if the share is enhanced its can
generate more large scale employment and promises to achieve balanced
growth.
5. A combination of benefit program is the most effective and efficient means
of meeting economic security needs.
6. To stay completive organization must invest in effective strategy to
motivate staff. From the line manager to top executive understanding what
factors or factors motivate your employers is the key to gaining the HR
advantage that lead to success in our challenging market place. It is a must
to have keen understanding of what motivates its staff so that one has
competitive workforce advantage.
7. Annual increment should partly be linked to seniority or years of service.
The logic for seniority based increments is that as a person accumulates his
skills get sharpened his efficiency tends to increase.
8. Chemical Industries are the key industry in India, which employee lakhs of
people directly. There is no much formal education and training given to
the employee so it is suggested that,
University should impart formal education especially for
chemical industry.
A Specially training centre in association with government and
the chemicals manufacturer association should be established for
operational training.

356

 Behavior and computer training programmes should be arranged

for enhancing their knowledge and skills, which will promote
efficiency and overall organization development.
9. Employment conditions and working conditions should be improved to that
of international standard.
10. A human Resource policy reflects the image of existing employee Human
Resource Development. Hence Periodic review should be made in the
policy. Further transient human resource policy ensures good government
of the organization.
11. For the performance appraisal function in chemical units it can be
suggested that:

Performance must be evaluated regularly for all employees

at all levels scientifically.

Performance rating must be communicated to the

respective

employees.

12. More and more chemical units should come forward to provide facilities to
their employee beyond statutory obligations, because employees are the
most valuable asset of the organization and they should be appreciated by
value-addition from time to time.
All organization use Human Resource planning but the effective use of this
subsystem is need of that time. Thus, effective and timely manpower
planning must be done.
13. Internal sources of recruitment should be focused more because the
existing employees feel satisfied secured and they get the positive feeling
that they are the members of the organization.

357

14. For wage structure which is at present inelastic and traditional, should be
revised and new consistent and acceptable wage system and structure
should be adopted for better HRD.
15 Indian economies are passing through a sea change of liberalization,
privatization and globalization process. Gujarat is now Developed State.
Under such circumstances, to suit changes and globalize culture, it is
suggested that employees of chemical industry, should be train to create
good HRD climate and environment.
16 The HR managers are expected to keep in tune with the changing time, i.e.
the changes taking place across the globe. HR should maintain the
timeliness of the process.
17 The process of recruitment should be flexible adaptive and responsive to
the immediate requirements. The process should be cost effective also.
18 The training programme should be catering to the needs of the
organization, individual and group. It should be well planned and
organized keeping in mind the audience available and resource. Employee
participation in planning training programme should be increased at shop
floor level. There should be blending of informal way with formal method
of imparting training. Proper feedback has to be done after training
exercise.
19 A successful shift work plan must satisfy three critical factors: business
requirements, employee needs and safety standards. This enables the
company to work smarter and satisfying the goals of the overall
organization.
20 For the welfare of employees of chemical units it is suggested that
maternity benefits should be made available to the female employees and
paternity benefits to male employees.
358

21 The earnings of an employee are directly co-related with the working of an

employee. Therefore, it is required by the management to plan and design
systematic and dynamic wage salary structure so that overall organizational
effectiveness is achieved.
22 It is suggested to emphasis on competency-skill based pay and the total
compensation package should include the base pay and variable pay (also
called the performance pay)
23 In order to minimize absenteeism & labour turnover, management should
improve the existing working condition. And the organization should be an
attractive workplace where the employees can work in safe and healthy
surrounding. The issues, which come up to, the management, should be
dealt within the framework. The top management should realize that it is
their responsibility to satisfy the employees by improving the working
environment.
24 For employees HRD practices given to employees of chemical units of
Gujarat state, it is suggested that:

(i)

Maternity benefits should be made available to female employees,

paternity benefit to male employees, child care leave for the
concerned employee.

(ii)

A system should be provided and maintained for interest free,

short term loan facility to needy employees.

(iii)

Career guidance centres should be opened in the plant, where

career counseling is made available to the employees.

(iv)

A rich library should be provided to facilitate reading and enhance

their knowledge and skill

(v)

Canteen facilities should be improved on account of items and

service.
359

(vi)

In the organization more cultural activities should be organized

where in the employees come closer to each other and become
informal.

(vii)

Regularly sports meet should be organized where healthy

competition and team spirit develops

(viii)

When an employee gets transferred from one place to another

moving expense should be given to them since they are the part &
parcel of the organization.

(ix)

When there are more than 30 female workers having children less
than 6 years, crche facility should be provided.

(x)

There should be informal get together where both the parties can
know each other better (employers & employees)

(xi)

Worker education programme should be developed and improve

upon to make the employees aware of latest technology and
developments in the world around.

(xii)

Yoga and meditation programmes should be arranged for health

awareness and for cordial industrial environment.

(xiii)

With respect to the legally required payments as per the

amendments made, change should be done in the organization from
time to time.

(xiv)

Since it is expected that by 2020 India will be a developed country,

the chemical can think of introducing those benefits which are
flourishing in developed countries now like guaranteed annual
wage, prepaid legal expenses. Jury duty and bereavement paid
leave, unemployed compensation, paternity leave, child care leave,

360

severance pay, vacations & voting leave, cafeteria plans. So, in this
way we can be at par with the competitive world.

(xv)

Existing HRD practices should be enhanced further and provided

effectively to acceptable level.

25

A positive attitude is contagious and can change the attitude of every

employee around. It is essential that employees experience on going
motivation from management to perform their work to the best of their
abilities. Regular contact with employees is necessary to show that you
care about their contributions.
Another way to beat low moracle is to develop an employee satisfaction
survey. This is an easy, anonymous way for employees to voice their
concerns and problems without being identified. Issues that are brought up
from the survey can be addressed during an organizational meeting.
Extra ways that an employer can construct an environment that motivates
employees includes:
Staff lunches
Holiday celebrations
Employee of the month
Continuing education programme.

26 At present Indian economy is parsing through a sea change process of

LPG. In this respect, India has already become a member of the world
trade

organization

(WTO).

Under

these

turbulent

circumstances,

management of the selected fertilizer and chemical units believe that.

The government should now amend present obsolete and
outdated labour laws. Government has started acting in this
direction to enact labour laws consistent with liberalization
process. Under these circumstances maintaining and improving
361

employees HRD practices will be a difficult and a challenging

task.
The present productivity of an Indian worker is very low as
compared to international standards. The government and the
management have to join hands together to solve this problem
keeping in mind the HRD practices.
27 Many a time, it was found that employees have very little choice in this

benefit packages. Most of the workers were unaware of all the benefits to
which they were entitled. This lack of knowledge often caused employees
to request for more benefits to meet their needs. For example, senior worker
may want improved retirement plans while younger workers seek improved
insurance coverage for dependents.
CHART NO.: 6.1
ADMINISTRATIONS OF FRINGE BENEFITS
Environment

Establish Benefits
Objectives
Assess Environmental Factors

Assess Competitiveness

Communication Benefits
Information

Control Benefits Costs &

Evaluation
Source: (HRM, K. Ashwathappa, 2006)
362

28 This is particularly true when employees do not have to contribute

financially. To overcome these problems following steps are suggested
while administering indirect remuneration as shown below.
It is rightly said that you cannot satisfy each and every demand of all the
employees in a particular organization. If the majority of the demands and
wants are taken care of, then the organization would succeed in motivating
and retaining the employees.
A key role has to be played by the organization in formulating a strategic
plan towards the fulfillment of the prospective demands of the employees.
29 Current benefit packages have evolved over the years from plans that
addressed the basic needs of the workers and provided minimum benefits
to the individuals. Today, we see a much more complex pattern of plans
with enhanced flexibility, tailored to meet the needs of individuals and
costing public sector and private sector organizations dearly in terms of
rupees. Employees in general are more educated, more sophisticated and
more demanding of remuneration including fringe benefit. Employers are
therefore required to devise newer benefit plans to attract and retain
competent personal keeping a watch on the benefits costs. The future of
fringe benefits is clear- there will be more and more demand for them and
the employers must be prepared to meet the growing demand.
30 Fringe benefit programmes should be looked at as a worthwhile corporate
instrument in HRM.
31 Future policies planning in this area will have to keep in view some fresh
reference points. Non unionization and skills shortage are no more relevant
for policy consideration.
32 Any meaningful package of benefits must reflect some perspective
planning. Inflexibility brings stagnation.

363

33 Separate programmes directly beneficial to workers from those that are

directed towards community welfare. Clubbing them together adds to their
cost. This may not be liked by workers.
34 It is advisable not to have a facility rather than neglecting it in its
administration.
35 Poor internal communications hurts the programme in at least 3 ways:
More money is spent for officers welfare
Excess money spent on corporate image building at the cost of
more bonus
Priority to officers children in admissions to schools. Therefore
make the internal communication system effective
36 Devise new ways to involve workers and their representatives at all levels
of planning and implementation.

B SUGGESTIONS FOR EMPLOYEES

1) The fringe benefits are a growing part of the compensation package.
The unions and employee association should play a significant role in the
development of fringe benefits.
2) The employees should realize that they are the most valuable asset of the
organization
3) The employees should actively involve themselves in workers participation
in management and actively involve themselves when formulating HR
policies and play an important role in policy framing
4)

The employees should create an environment which is congenial and

believe in this motto home away from home

5)

They should realize that if they grow the organization also grows

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6)

The employees should believe in give and take formula which means
give your fullest commitment in work and take the fullest credit in the
form of monetary and non-monetary rewards.

7) The employees should be open-minded and should actively participate with

the management
8) The employees should contribute positively and dedicatedly in the
economic development of the country
9) The employees should be frank enough to talk about the changes required
in the fringe benefits
10) The employees should realize that showing their greatest weapon is not the
solution to any problem.
Most importantly the employees should value the benefits given to them by
the management.
(i)

The employees should be self-motivating and treat every day as a new

and a challenging one and give results beyond expectations. This will
give utmost satisfaction to the employee and make them feel like
their own organization.

(ii)

The employees should believe in concept of grabbing opportunities to

excel.

(iii)

There should be trust and confidences between the employees and

employers work without any differences

(iv)

Maximum attention should be taken by the employees to solve the

problem then and there. For that frank interactions should take place
between employer and employees to reduce prejudices and biases the
employees should posses positive qualities within them which
impresses the management in the long run

(v) A truly representative enlightened and strong trade union should come
into existence and function strictly on constitutional lines.
(vi) The employees should believe in the concept of CHANGE. change
brings growth within the employees.
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(vii) The employees should be clear with the benefits availed to them,
because the most organization the employees are not aware of benefit
package which he is entitled for. The employees should clear their
doubts regarding welfare activities and benefits at the time of
induction procedure itself.
(viii) The employees should feel free to tell the truth about any changes to
be made in the work place without repercussions, then their ideas
concerning innovation, quality and productivity will flourish

OTHER SUGGESTIONS
1. In this era of greater personal responsibility and demographic changes, the
government, employers and individual should change their approaches to
financial security and how it can be maintained through employees
welfare activities and benefits.
2. HRM must realize that any problem an employee faces in his/her personal
life will ultimately be brought into the work place. Therefore it is
suggested to introduce employee assistance programmes that help the
individuals to deal with stressful life situations.
3. Industrial discipline is essential for the growth of industry. It is more
essential for maintenance of cordial employee-management relations. It is
suggested that motivation, communication and leadership should be made
more effective to reduce and remove indiscipline.
4. There should exist mutual trust and confidence between employer and
employee. There should not be any difference of opinion. It is important to
have a long term perspective of things to ensure that good people do not go
away when they are needed the most by the organization.
5. It is also a universally accepted fact that good industrial relations are
fruitful in getting higher productivity. So it is suggested that employee

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management relations should be sound. This can make employees

enthusiastic and efficient.
6. Full, free, frank, formal & informal interactions among people and
particularly between superiors and subordinates are suggested for better
mutual understanding so as to reduce prejudices and biases.
7. By developing trade unions, employee welfare can be boosted. Once
workers get secured about their jobs and working condition, their
productivity increases. Hence they tend to put more efforts in their work.
8. Although benefit plans are often referred to as employee benefit, it is
necessary that the employer also benefit. The employer needs benefit plans
in order to recruit and especially to retain competent employees. The
employer also needs to control costs of benefits and is able to anticipate
such cost. This should be accomplished more easily with formal plans
rather than informal plans.
9. The success of any organization is determined by its team, its people, their
caliber and attitude to succeed and outright perform. Unlike any machinery
that gets devaluated or depreciated with the time and age, HR are
appreciated with age and experience. If one can effectively manage HR a
major construct of increasing productivity and improving performance
would be largely taken care of.
10. As a part of social security the children of employees should be given
priority. Even some privileges should be given to them by creating
Government schools and colleges for employee children.
11. If an organization has to operate as an integrated unit, it is necessary that
the top management keeps lower level management people satisfied and
win confidence and avoid any kind of misunderstanding.
There should be Employee Welfare initiatives which are:
Refrain from laying off people
Re-skill/cross-function training of employees to keep them engaged.
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 Counseling on managing their personal financial matters better a

necessity during the tough times.
Celebration of success and achievements to boost employee morale,
even if the celebrations are small in scale.
Felicitating the best performers a fill up to make them continue to
excel.

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