IIP PRESENTATION

PRESENTED BY : GAURAV KOTIYA

ROLL NO. : PGDM151702053
BATCH : HR
 INTRODUCTION TO BHEL BHOPAL

 BHEL, Bhopal established in 1964, ( Mother Plant ) is an integrated power plant equipment
manufacturer and one of the largest Engineering and Manufacturing companies in India
in terms of turnover.
 It has 15 manufacturing divisions , 2 repair units , 4 regional offices , 8 service centres , 8
overseas offices and 15 regional centres.
 It has been acquiring and adapting some of the best technologies from leading
companies in the world including General Electric Company , Siemens and Mitsubishi
Heavy Industries Ltd.
 It has been awarded by MAHARATNA .
 BHEL is ranked 9th most Innovative company in the world by US Business magazine forbes.
 BLOCK DESCRIPTION

 Block 1A :- Fabrication
 Block 1B :- Hydro Turbine , Tanks
 Block 2 :- Electrical Machine
 Block 3 :- Transformers Manufacturing , Capacitor & Bushing
 Block 4 :- Switchgear , Controlgear
 Block 5 :- Foundry Division
 Block 6 :- Steam Turbine
 Block 7 :- Factory Store
 Block 8 :- Coils & Insulation
 Block 9 :- Traction Motor block
 Block 10 :- Lamination Cutting
UNDERSTANDING INDUSTRIAL RELATION
IN BHEL BHOPAL

 The term ‘Industrial Relation’ comprises of 2 terms :-

‘Industry’ and ‘Relations’

 “Industry” refers to “ any productive activity in which an individual ( or a
group of individuals ) is are engaged.
 By “ Relations” we mean “the relationship that exist within the industry
between the employer and his workmen.”
 The term industrial relation explains the relationship between employees
and management which stem directly or indirectly from union-employer
relationship.
UNDERSTANDING IR

 During a recent Parliamentary Committee visit to BHEL Bhopal, a member

of the committee asked a worker……..

 “ DOES YOUR TRADE UNION HELP YOU IN SOLVING YOUR PROBLEMS ”

 THE WORKER REPLIED

 ‘’ SIR , IT’S THE TRADE UNION THAT IS A PROBLEM !!!

IR SCENARIO IN BHEL BHOPAL

 BHEL got the ‘BEST IR’ Award in 1982

 No all India strike in its units since it’s inception
 In Bhopal Unit no strike since1990
 BHEL is pioneer in Workers Participation in Management
(WPM).
• Participation from top most level to bottom level
• Wide spread participation
 THREE ACTORS TO IR

EMPLOYEES

STATE

EMPLOYER
 ROLE OF EMPLOYEE

 To redress the bargaining advantage on one-on-one basis.

 To secure better terms and conditions for their members.

 To obtain improved status for the worker in his / her work.

 To increase implementation of democractic way of decision making at

various levels.
 ROLE OF EMPLOYERS

 Creating and sustaining employee motivation.

 Ensuring commitment from employees.

 Negotiating terms and conditions of employment with Trade Union

leaders.

 Sharing decision making with employees.

 ROLE OF STATE

 Labor Policies

 Labor Laws

 Industrials Tribunals

 Wage Boards

 Industrial Relation Policy

 IT’S ALL ABOUT HUMAN RELATIONSHIP

 HUMAN BEING IS THE PIVOT OF THIS RELATIONSHIP : A factor that exists

independently and is capable of intelligent thinking & responsible actions.
AND
 THERE ARE BROAD DRIVES IN HUMAN NATURE : Innate sense of dignity,
conscious of right’s , self esteem , complex emotions , opportunity &
satisfaction.
AND
 MAN SEEKS ESTEEM OF OTHERS : Craves recognition , want’s to be trusted
and respected.
AND
 MAN HAS INSTINCTS OF SURVIVAL AND NEEDS SECURITY : Material needs
(Food / Clothing / Shelter etc.) Hazards of future.
ESSENTIALLY IT IS HUMAN RELATIONS AT
WORK PLACE

 AND HE NEEDS TO SATISFY HIS SOCIAL INSTINCTS : Wants to join others to

secure common interest / team work.

AND WE ALL KNOW THAT

 WHEN THESE ARE SATISFIED : He is Happy , Cooperative & Productive

 AND IF NOT : He is – Morose ,Aggrieved and Bitter

 CAUSES FOR POOR IR

 The main reason are as follows :-

 Indiscipiline.
 Unhealthy working conditions at the workplace.
 Lack of human relation skills on the part of supervisors and managers.
 Desire of worker for higher bonus, wages or daily allowances.
 Desire of employers to pay as little as possible to it’s workers.
 Strikes by the workers.
 Inter-union rivals.
 DEVELOPING SOUND IR

 Developing trust between Labor and Management.

 Maintenance of Industrial Peace.

 Continuous feedback & monitoring.

 Existence of sound , democratic Trade Unions.

 CODE OF DISCIPLINE

 To maintain harmonious relations and promote industrial peace, a

code of discipline has been laid down which applies to both public
and private sector enterprises.

 It specifies various obligations for the management and the

workers with the objective of promoting cooperation between their
representatives.
 APPROACHES TO IR

 The Reactive Approache to IR :

 UNITARY APPROACH
 1. UNITARY APPROACH

 IR is grounded in mutual co-operation, individual

treatment, team work and shared goals.
 Union co-operate with the management & the
management right to manage is accepted because
there is no ‘ we they feeling ’.
 Assumption : common interest & promotion of harmony
No strikes are there.
 It’s a reactive IR strategy.
 The seek direct negotiations with employees.
 MAKING OF IR MAN

 BE A PATIENCE LISTENER.
 BUILD PEACE TIME RELATION.
 PERSONAL COMMITMENT (SAY WHAT YOU MEAN &
MEAN WHAT YOU SAY).
 LOOK FOR ALTERNATIVES
 KEEP THE COMMUNICATION ON,PARTICULARLY
DURING THE DISPUTES.
 DIFFUSE THE SITUATION.
 ADOPT A HOLISTIC APPROACH.
DATA ANALYSIS AND INTERPRETATION

 RANDOMLY WE TAKE A SAMPLE OF 50 NO. OF

RESPONDENTS WHO GIVES THE PERSONAL
ANALYSIS AND INTERPRETATION ABOUT THEIR
JOB ( ARE THEY SATISFIED , SHARE EXPERIENCE
ETC).
 ANALYSIS AND INTERPRETATION

Q1. Since how many years have you been working with BHEL ?

Options No. of Respondents Percentage of Respondents

0-5 Years 13 26

5-10 Years 8 16

10 to 15 Years 9 18

More than 15 Years 20 40

 ANALYSIS AND INTERPRETATION

40

35

30

25

20

15

10

0
0-5 Years 5-10 Years 10 to 15 Years More than 15
Years

Interpretation:
26% respondents were working from 0-5 Years, 16% were working from 5-
10 years, 18 from 10-15 Years and around 40% of the employees are working
from more than 15 years.
 ANALYSIS AND INTERPRETATION

 Q2. Are you satisfied with the Top Management ?

Options No. of Respondents Percentage of Respondents

Yes 49 98

No 1 2
 ANALYSIS AND INTERPRETATION

No
1
2%

Yes
49
98%

Interpretation:
From the above table and graph it is clear that 98% of the respondents are
satisfied with the top management of BHEL, 2% of the respondents are not
satisfied with the role of top management.
 ANALYSIS AND INTERPRETATION

 Q3. Are you satisfied with the working hours at BHEL ?

Options No. of Respondents Percentage of Respondents

Yes 50 100

No 0 0
 ANALYSIS AND INTERPRETATION

No
0
0%

Yes
50
100%

Interpretation:
The above table shows that all the employees (100%) are satisfied with the
working hours.
 THANKS

 MR. ARIF AHMAD SIDDIQUI ( DGM IR )

 MR. ANUPAM SAXENA ( EXECUTIVE HR )