Académique Documents
Professionnel Documents
Culture Documents
Submitted by
Name
Anoop Srivastva
Ayan Lahiri
Jai Kishan Indiwar
Prabhas Kumar
Roll No.
MP14017
MP14021
MP14027
MP14036
PGDM (PT)-2014-17
A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
HRMMP14-3
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
Further, redundant labour shall be provided with training and retraining facilities and
absorbed in suitable jobs without any monetary loss.
TWU has always given a stable leadership with continuous guidance, which stands as
its major strength. Between 1920 and 2006 there were 9 presidents, in comparison
with the other national trade union organizations such as AITUC and TLA. The TWU
has always given utmost importance in their collective bargaining with the
management in the sphere of the revision of wage, incentive bonus, house and medical
facilities, family welfare, community & social development and annual bonus etc.
TWU has the membership over 93% employees in Tata Steel. It is the only union
recognized by Tata Steel since 1920.
Over the last 85 years TWU has a long way to become a responsible union. The
leadership has been matured and consistent.
TWU leaders took active part in the freedom movement since 1928 to 1942 Quit India
Movement and went to jail several times.
Total 19 agreements between TISCO and TWU through collective bargaining between
1920 to 2008.
President or general secretary of the TWU since 1920 were either employees or
former employees of the company or TWU.
All financial, social and fringe benefits gained through non-violent and peaceful
means. Since 1928 there is no industrial strike in TISCO.
In 1962, the TWU spent Lacs of rupees to run two high schools for the education of
member`s children. Later on Government of Bihar took over the charge of these
schools.
Since 1954 TWU has introduced a sickness benefit scheme for the benefit of its
member in the event of their sickness causing loss of pay.
TWU publishes a paper ISPAT MAZDURto give updated information and
enlighten the member.
Each year TWU organizes a memorial lecture in the name of its fifth President, Late
Michael John in which national and international reputed personality, who has made
an important contribution in this sphere, are recognized and a gold medal is rewarded
to him.
TWU also considers the improvement of workers education and awareness level as
one of its responsibilities and keeping this in view Michael John Centre is established,
which conducts trained and developmental programmes for workers and supervisors.
HRMMP14-3
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
The long-felt desire of the union to have its own building has been fulfilled with
turning a new leaf in the history. The building is being dedicated to the cherished
memory of Prof. Abdul Bari, the founder president of Tata workers' union and
Auditorium named after Shri Michael John who provided all the inspiration and
direction for 30 years as president of the union.
TWU took the lead in forming the Indian National Metalworkers Federation,
embracing all the steel and engineering industry.
At present Mr. R. Ravi Prasad is newly elected President and Mr. B.K. Dinda is newly
elected General Secretary of TWU.
TWU : Achievements
1. Minimum Wages :
Minimum Wages has gone up from Rs. 13 Per Month in 1920 to Rs. 393 per
Month in 1974.
HRMMP14-3
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
HRMMP14-3
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
8. Education :
About 24,000 wards of the employees receive free education up to the high
school standard from 21 schools run by the Company. The annual net
expenditure on this account comes to about Rs. 73 lakhs.
9. Housing :
Up to 1973, 15,950 houses were built for theemployees.
10. Gratuity :
Effective from November 1970, the retiring gratuity was revised entitling
employees to one month's wages for every completed year of service in excess
of 33 years.
11. Life Cover Scheme :
With effect from 1st April 1976, in the event of death of an employee before
retirement, his nominee is entitled to an amount, under this Scheme, which,
together with the retiring gratuity, shall be equal to 20 months' salary, provided
the amount in addition to the normal gratuity shall not be less than Rs. 11,000.
12. Workmen's Compensation :
Effective from January 1974, in the event of rehabilitation of an employee in a
lower grade, arising out of an accident, his substantive rate in the former grade
is protected.
In accordance with the decision taken by the National Joint Consultative
Committee for Steel Industry, with effect from 1st December 1977, I.O.W.
wages paid to the employees during the accident leave period are not deducted
from the compensation paid on account of partial or total disablement.
13. Revision of Incentive Bonus Scheme :
Effective from December 1977, the bonus potential of Re-building Gang and
Tearing-out Gang of Refractories Department was raised from 60 to 66 bonus
points for 100% efficiency.
14. Interim Revision of Grades :
With effect from December 1977, the grades of the staff of Security (Works &
Town), Stores and Education Department covering a total strength of about
1900 employees have been revised upwards.
HRMMP14-3
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
Total Respondents
SATISFIED
DISSATISFIED
22
3
SATISFIED
100%
80%
60%
40%
20%
0%
% of Respondents
88%
12%
DISSATISFIED
88%
12%
% of Respondents
Observation 1
Majority of Employees are aware about the welfare schemes provided by the Tata
Steel.
2. Wages and incentives provided by Tata Steel:
I. R. Rating
SATISFIED
DISSATISFIED
HRMMP14-3
Total Respondents
20
5
% of Respondents
80%
20%
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
SATISFIED
100%
DISSATISFIED
80%
80%
60%
40%
20%
20%
0%
% of Respondents
Observation 2
Majority of Employees are satisfied with the salary and incentives provided by the Tata
Steel.
3. Provision of canteen at the workplace provided by Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
21
4
SATISFIED
100%
80%
60%
40%
20%
0%
% of Respondents
84%
16%
DISSATISFIED
84%
16%
% of Respondents
Observation 3
84% Employees are satisfied and 16% are not satisfied with the canteen facility
provided by the Tata Steel.
4. Drinking Water facility in Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
HRMMP14-3
% of Respondents
22
3
88%
12%
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
SATISFIED
100%
DISSATISFIED
88%
80%
60%
40%
12%
20%
0%
% of Respondents
Observation 4
88% Employees are satisfied and 12% are not satisfied with the drinking water facility
provided by the Tata Steel, Jamshedpur.
5. Medical Facilities provided by Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
100%
80%
60%
40%
20%
0%
% of Respondents
23
2
SATISFIED
92%
92%
8%
DISSATISFIED
8%
% of Respondents
Observation 5
92% Employees are satisfied and only 8% are dissatisfied with the medical facilities
provided by Tata Steel.
6. Retirement benefits provided by Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
HRMMP14-3
% of Respondents
19
6
76%
24%
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
80%
SATISFIED
76%
DISSATISFIED
60%
40%
24%
20%
0%
% of Respondents
Observation 6
76% Employees are satisfied and 24% are dissatisfied with the retirement benefits
facility provided by the Tata Steel.
7. Recreation facilities at Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
20
5
SATISFIED
100%
% of Respondents
80%
20%
DISSATISFIED
80%
80%
60%
40%
20%
20%
0%
% of Respondents
Observation 7
80% Employees are satisfied and 20% are not satisfied with the recreation facility
provided by Tata Steel.
8. Transport facilities provided in Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
HRMMP14-3
% of Respondents
18
7
72%
28%
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
SATISFIED
80%
DISSATISFIED
72%
60%
40%
28%
20%
0%
% of Respondents
Observation 8
72% Employees are satisfied and 28% are dissatisfied with the transport facilities
provided by the Tata Steel.
9. Grievance handling procedure in Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
% of Respondents
24
1
SATISFIED
96%
4%
DISSATISFIED
150%
100%
96%
50%
4%
0%
% of Respondents
Observation 9
96% Employees are satisfied and only 4% are dissatisfied, with the grievance
handling procedure provided by Tata Steel.
10. Are you satisfied with the working conditions in Tata Steel:
I. R. Rating
Total Respondents
SATISFIED
DISSATISFIED
HRMMP14-3
% of Respondents
20
5
80%
20%
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
SATISFIED
100%
DISSATISFIED
80%
80%
60%
40%
20%
20%
0%
% of Respondents
Observation 10
80% Employees are satisfied and 20% are dissatisfied with the working conditions
of Tata Steel.
Conclusions:
Trade union is a form of human association for the attainment of common purposes of
its members. Maximisation of common human happiness is the chief purpose of this
organisation. It grows out of human need for cooperation. Outstanding anthropologists
admit that co-operation is the natural tendency. As an organisation giving extension of
democracy trade unions have varied social, political and economic implications. Trade
unions shape the workers attitudes, outlook and approach towards industry and
management and vice versa. The study also reveals the roles of politics in trade union,
the way in which workers interest are defended, trade union funds are managed and
how multi-unionism is resulted. The affiliations and actions of unions seem to have
led at least some of the workers to a state of lethargy leading even to absenteeism.
Thus a trend to defeat the purpose of common human happiness seems visible. The
total dynamics seem to be changing. The human relations in industry are very much
wanting.
The organization has adopted a better kind of welfare activities which create an
effective working environment and thus better productivity. There is different kind of
welfare schemes like medical allowance; death relief fund, insurance, housing and
transportation facilities, recreation club etc. are provided by the company to the
employees to maintain the industrial relation better one .The premises and the
departments are maintained healthy. Also proper safety measures have been adopted
in the organization. All matters relating to safety, health and welfare of employees are
properly implemented. A better relationship between the employees, trade union and
the management has been followed which helps to reduce the problems in the
organization and also helps to increase the productivity. It is evident that good
industrial relations is the basis of higher production with minimum cost and higher
profits. It also results in increased efficiency of workers. Good industrial relations
reduce the industrial disputes. Industrial relations has become one of the most delicate
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A Case Study on Industrial Relations at Tata Steel & Tata Workers Union
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