DECLARATION

I SNATAKITA PANDA do hereby declare that this project report

entitled” OVERALL HRM AND IR PRACTICES” submitted for the master
of arts in personnel management and industrial relations, is my original work
and the project has not formed the basis for the award of any degree,
associate ship, fellowship or any other similar titles.

Place: Snatakita panda

Date: Roll no:-11515FM112029

1
 ACKNOWLEDGEMENT

I take this opportunity to express my heartful gratitude to

my project guide of the company Mr.M.Kparhi sr. manager(personnel and
public relations), Emami paper mills Ltd. Balasore, for his whole hearted
support, guidance and encouragement all the time without which this project
could not have been accomplished.

My sincere thanks to Lect.P.P.Sahu. I and

experience throughout the training period.

At last but not the least, I wish to thank all the members
and staff of the” Emami paper mill Ltd”, Balasore for their help and co-
operation during my interactions the tenure of the project.

Snatakita panda

2
 GUIDE CERTIFICATE

This is certify that Ms. Snatakita Panda, a student of MA in PM &

IR, Fakir Mohan University, she has completed the project entitled
“A STUDY OF HRM AND IR AT EMAMI PAPER MILL” as
partial fulfillment of Master of personnel Management and
Industrial Relation.

Her continuous and a diligent effort to prepare this

project report appreciable. She is found to be very regular , hard
working and respective in preparing the report.

I wish her all success in life.

Place:

Date: B.B. Mohapatra

H.O.D

Dept. of personnel

Management & Industrial

Relation, FMU

3
 GUIDE CERTIFICATE

This is certify that Ms. Snatakita Panda , a student of MA in PM &

IR , Fakir Mohan University, she has completed the project entitled
“A STUDY ON HRM AND IR AT EMAMI PAPER MILL” as
partial fulfillment of Master of personnel Management & Industrial
Relation .

Her continuous & a diligent effort to prepare this project report

appreciable. She is found to be very regular, hard working and
respective in preparing the report.

I wish her all success in life.

Place: P.P.SAHU

Date: Lecturer

Dept. of personnel

Management & Industrial

Relation, FMU

4
Chapter-I………………

Introduction
Scope of the study
Methodology
Chapter-II…………………

Company profile of EPM

Chapter-III…………………

Literature review of HRM practices

HRM practices of EPM
Chapter-IV…………………

Literature review of IR practices

IR practices of EPM
Chapter-V………………….

Analysis and fact- finding

Suggestion
Conclusion
Bibliography

5
Introduction
Purpose of the study
Scope of the study
Methodology
Limitations
Growth and paper industry

6
 INTRODUCTION

Industrial environment is changing very fast owing to competitive

scenario in local and global markets. The organizations have therefore, to
endeavor to meet the growing challenges of technologies, competition and
growth along with meeting the aspirations of its shareholders and promoters.
The management of strategic HR by identifying, developing, maintaining and
utilizing the full potential of human resources becomes importance to provide
the much needed competitive edge to growth of any organization. This can
only be achieved by building excellent competencies among people to face
global challenges.

An organization requires various machineries and materials to achieve

its goals side by side man power plays a vital role in handling these. The
organizations goals are achieved by human resources who use the machineries
and materials to achieve the goals of any organization. For any organization
its employees are its most valuable assets and the management will always
try to retain its employees. Unless emphasis is given on giving the employees
the most healthy working atmosphere it will be difficult to retain them and if
retained the management cannot get the desired results from the employees.
At this juncture the industrial relations play a very vital role in satisfying the
needs and self esteem of the employees.

7
PURPOSE OF THE STUDY

The purpose of this study is together firsthand knowledge of the functioning

of an organization and the systems and activities involved. This is to
supplement the theoretical knowledge gathered during classroom teaching.
This is a report generated after assessing the practical activities during my
understudy summer project report.

In nut shell my requirements were:

 To gain overall idea about the organization.

 To gain firsthand knowledge about the structure and functioning of
personnel and IR department.
 The study of statutory and non statutory obligations of the
management.
 To study the Training and Development activities of the company.
 To study other activities of the company apart from paper
manufacturing.
 To develop the constructive mind and overall personality of each
employee.

8
SCOPE OF THE STUDY

At Emami paper mills most of the activities of Administration,

Employee management; Health, Environment and Welfare are being dealt by
HR and IR Department. Hence, my scope of study was done under HR and
IR Department.

METHODOLOGY

All relevant information and data were collected and gathered during
my interaction with HR head and other officers of the department. During my
visit to the plant I was given free access to interact with different persons
dealing in different matters and through these observations I could complete
the project and learn the intricacies and the process activities which are
required to run any industry.

LIMITATIONS

The process activities and the functions in Emami paper mills are so
vast it was not possible to cover all the activities in detail in such a short time.

As in a continuous process industry it was difficult to interact with each

and every executive due to paucity of time, who was busy in their day to day
activities.

9
GROWTH OF PAPER INDUSTRY

The paper industry is the one of the oldest industry established before
the advent of machine made paper manufacture flourished in India.

In India, the first paper machine installed in 1812 at Sarampur (West

Bengal). Over the decades there was rapid growth in number of pulp and
paper mills. In the early of 1950s there were 17 mills but in 1980s about 250
mills were established. In 1985s the number of mills increased to over 350 in
organized sector and the production was around 25lakhs per annum.

In India the paper industries are predominantly in the private sector.

There are 371 paper mills with a total installed capacity of around 7.5 million
tons.

10
LIST OF STATE WISE INDIAN PAPER INDUSTRIES

States No. of paper mills

Andhra Pradesh 23
Assam 02
Bihar 04
Gujarat 69
Haryana 15
Himachal Pradesh 06
Jammu and Kashmir 01
Karnataka 14
K e r la 05
Madhya Pradesh 22
Maharashtra 72
Nagaland 01
Odisha 05
Pond cherry 01
Panjab 38
Rajasthan 07
Tamilnadu 39
Uttar Pradesh 16
West Bengal 27
Total 367

11
Company profile and History
Production and operation departments in EPM
Functional departments at EPM, Balasore
Industrial Relation

12
 COMPANY PROFILE AND HISTORY

Emami paper mills limited, Balasore a part of Emami group of

companies, were established in a year 1982 in the Industrial Estate of
Balgopalpur, P.S- Remuna, Balasore. Nearest Railway station is Balasore,
about 200kms from the mills.

Emami paper mills ltd is an ISO-900 1-2000 certified company and

presently is practicing the philosophy of total productive maintenance (TPM)
under the guidance of consultants from Japan institute of plant maintenance
and TPM award certificate is the ultimate goal.

The operation of Emami paper mills commenced in 1983 as a 15tons

per day mill based on unconventional raw materials like rice, straw and waste
paper in the Industrial Estate Balgopalpur, Balasore. But today 45 tons paper
per day produced. The second machine was installing in 1997 producing 60
tons paper per day. Today 85 tons paper per day produced.

In the year 2000 Emami had co missing 5MW power plant and 15MW
cogeneration power plant. The third machine was installing in 2007
producing 260 tons paper per day.

The factory at Balasore employs about 1979 direct and indirect

employees. EPM has always been proactively involved in fulfilling its
obligations and commitments towards the society and has tried to give solace,

13
within its means, to the people belonging to the local vicinity. Social welfare
activities are taken up for peripheral development on a routine basis.

Presently Emami paper mill Ltd. Produces high quality of Newsprint

and writing and printing grade of paper in reel and sheet from supplied to
leading Newspaper Houses and printing presses etc.

BRAND CELIBRITY

EMAMI have a very strong brand celebrity which focus directly to the
customers which help to create a popularity and goodwill of the company
among public and help to fight against the competition. So EMAMI is
spending lakes of money for associating popular film and crick personality as
its brand ambassador like

1. Amitabh Bachan
2. Sharukh khan
3. Karina kapoor

14
 PRODUCTION AND OPERATION DEPARTMENTS IN
EMAMI PAPER MILLS LTD.

There are different functional departments of comprising of the process.

PULP MILLS

The basic purpose of pulp mill is to convert the raw material i.e. wastage
paper straw sabai grass etc in to pulp by various process for final paper
making and about so many persons are working in pulp mill areas on various
job.

PAPER MACHINE

After the pulp is prepared by the pulp section the same is feed supplies
to the paper machine the starting point is called wire part where the pulp is
spread over a synthetic endless over cloth , which moves like a belts on rolls.
The pulp is evenly spread on the full with of wire. Then there are flat volume
boxes under the wire, which help to remove the excess water from pulp. Then
this sheet of pulp is passed through various heated cylinder and ultimately
final product is produced.

FINISHING DEPARTMENT

After the paper is rolled the same is cut in to two types as for market
requirement (1) rills (2) sheet. Then the rills are packed after rolling the
ribinder of the specific counted manually by the workers.

15
POWER PLANT AND MAINTENANCE DEPARTMENT

The factory has its own captive power plant generating the capacity of
5mod total electrical energy requirement is met by this power plant.

Electrical machine and the instrumentation mainly this department enters

to the needed of all the process department for the factory in respect of
maintenance etc.

16
 PRODUCTION PROCESS

DEINKING SYSTEM

The waste paper is processed in de-inking system of voith, Germany

with complete automation (DCS). It deinks 300 TPD waste paper to high
quality pulp for newsprint production. This is currently the biggest with latest
technology de-inking plant of India.

ADVANTAGES

Very high degree of cleanliness of pulp equivalent to imported newsprint.

17
PAPER FORMING

The paper machine is having most advanced forming zone of BelBaie

IV gap former from Beloit, USA. Emami is the only mill in India which has
BelBaie IV wire section.

ADVANTAGES

 Good formation
 Good CD profile
 No two sidedness

18
PAPER PRESSING ZONE

The paper machine has most advanced pressing zone equipped with.
Three Nip press with Nippco zone control rolls and ceramic central roll from
Voith sulzer, Germany.

ADVANTAGES

Best control on cross moisture profile of the paper means best possible
dimensional stability i.e. comparable to best Newsprint of International
quality.

19
PAPER DRYING

The paper machine has latest drying system from Kadant Inc, Uk for
steam and condensate system for uniform drying of paper.

ADVANTAGES

Best control on uniformity of drying across profile of the paper resulting

flat sheet without curling.

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PAPER CALENDARING

The paper machine has best calendaring system equipped with

advanced two stack soft Nip calendar.

ADVANTAGES

 Two sidedness is significantly eliminated.

 Superior paper surface on both sides.

21
PAPER MACHINE AUTOMATION

The paper machine has latest online Automation from Honey well,
USA for cross Directional Control (CD) of basis weight, caliper, Ash and
Moisture.

ADVANTAGES

All the above basic requirements of paper shall be uniformly maintained,

which will give a constant quality printing throughout with good Roll
density.

22
NEWSPRINT REEL PACKING

The newsprint reels will be packed and labeled in a completely

automated reel wrapping machine imported from Germany.

ADVANTAGES

Automated reel wrapping with bar coding and labeling facility shall give
a neat, tight and cleanly packed reel that will avoid any possible damage
during transportation and unloading.

23
FUNCTIONAL DEPARTMENTS AT EMAMI PAPER MILL LTD.
BALASORE

(1) General administration

(2) Marketing
(3) Human resources
(4) Raw materials
(5) Stores
(6) Accounts
(7) Stock preparation (pulp)
(8) Paper machines I II III
(9) Finishing, packing and Dispatches
(10)Mechanical maintenance

(11)Electrical maintenance

(12)Instrumentation

(13)Quality control and Laboratory

(14) Power plant

Each technical department is headed by an area manager who is

having required qualification and experience to achieve the ultimate goals
of the management i.e. manufacturing of desired quality of paper as per
the requirement of the customers.

24
 The respective managers are supported by Asst. Managers, in
charges, Shift in charges, Engineers, supervisors and for commercial
departments like Asst. managers, officers in charges, Assistants etc.

OFFICE TIMING

There are three shifts to run the process for whole day. The timing
are as below:

Employment of permanent workers:

SHIFTS TIMING NO. OF

WORKERS
A 6A.M - 2 P.M 90
B 2P.M - 10 PM 70
C 10P.M - 6A.M 80
GENERAL 8A.M – 5P.M 160
Besides the permanent workers there are many number of contract
workers. So of them are company casuals those are working in a shift wise
basis. Other contract workers are working in general shift.

STRENGTH OF COMPANY

Company permanent workers – 475

Company permanent staffs – 454
Contract workers - 1050
Total _ 1979

25
INDUSTRIAL RELATION

EPM Ltd.two registered and recognized Trade unions are there:

 EPM Majdoor union ( affiliated CITUC)

 EPM Employees union (affiliated INTUC)

There are various committees are there to keep better co-operation

between the management and workers.

 Safety Committee
 Canteen Committee
 Welfare Committee

26
 Introduction
 Concept of Human Resource Management
 Objectives of HR Management
 Scope And Activities of HRM
 Man Power Planning
 Recruitment
 Selection
 Placement
 Induction
 Performance Appraisal
 Promotion
 Training and developments
 Wage a Salary Administration
 Retirement or termination of job

27
INTRODUCTION
Management’s basic job is the effective utilization of human
resources for the achievement of organizational objectives. i.e. Profitable
operations growth through the Satisfaction of certain needs of the
customers & Society. It is through the Combined efforts of human
resources that technological, financial, physical & all other resources are
utilized. Without human effort no Organization can achieve its
objectives. Therefore, Motivation of human resources is of almost
importance, everywhere. The effectiveness with which various kinds of
human responsible are Co-ordinate utilized is responsible for success or
failure in achieving Organizational objectives.

Every aspect of a firm’s activities is determined by the competence

motivation of all the task of management, managing the human
Components is the central most important task because all depends upon
how well it is done”. Personnel management is Concerned with all
aspects of managing the human resources of an organization. More
Specifically, Personnel management involves determining the
organization’s need of human resources, recruiting &selecting the best
available employees, acting as a liaison with unions & govt.
Organizations & handling other matters related to the well being of

28
employees. Each of these functions is necessary to some degree
irrespective of nature & size of the organization.

CONCEPT OF HUMAN RESOURCE MANAGEMENT

During and after 1970s several changes took place in many countries
which led to the use of the term “Human Resources Management” in place of
which led to the use of the term “personnel Management”. These changes
include technological changes, declining importance of trade unionism, shift
from industrial employment to service sector employment, growing
competition, deregulation and globalization of economics etc. As a result,
three important roles of human resources have emerged as started below:

a) Human resource policies can be integrated with strategic business

planning and used to reinforce appropriate culture.
b) Human resources are variable and a source of competitive
advantage.
c) Human resources can be tapped most effectively by mutually
consistent policies which promote commitment and foster a
willingness in employees to act flexibly in the interests of the
adaptive organization’s pursuit excellence.

29
 Milkovich and Boudreau defined Human Resources Management as a
series of integrated decisions that from the employment relationship; their
quality contributing to the ability of the organization and the employees to
achieve their objectives. Human resource management is a major component
of managerial process and has its roots and branches extending through the
organization. It is concerned with creating good relationships in the
organization.

Human resource management may be defined as that part of

management process which develops and manages the human element of the
enterprise considering their resourcefulness in terms of total knowledge,
skills, creative abilities, talents, aptitudes and potentialities for effectively
contributing to the organizational objectives.

Every individual is a part of the human resource of an organization.

By mismanaging the human resources, a manager skills the invaluable
resourcefulness of his people. Hence, human resource management strategies
should be designed keeping n view of the delicate nature of the human
element.

30
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

The objectives of human resource management are to obtain

maximum individual department, desirable working relationships between
employers and employees, and to affect the moldings of human resources as
contrasted with physical resources.

The basic objectives of HRM are:

 To identify and satisfy the needs of individuals by offering various

monetary and non- monetary rewards.

 To achieve and maintain high morale among employees in the

organization by securing better human relations.

31
SCOPE & ACTIVITIES OF HRM :-

In order to the above objectives, human resource management

undertakes the following activities :

 Human resource of manpower planning i.e. determining the

number.
 Kinds of Personnel required to fill various position in the
organization.
 Recruitment, selection & placement of personnel, i.e.
employment function.
 Training & development of employees & taking Correctives
Steps such as transfer from one job to another job.
 Appraisal of Performance of employees & taking correctives
steps such as transfer from one job to another job.
 Motivation of workforce by providing financial incentives &
avenues of promotion.
 Social security & welfare of employees.
 Review &audit of personnel policies, procedures & practices of
the organization.

32
HUMAN RESOURCE PLANNING:-

MEANING:-

 According to Decenzo & Robbins, “HRP is the process by which

an organization ensures that it has the right number & kind of
people, at the right place, at the right time capable of effectively &
efficiently completing those task that will help the organization
achieves it overall objectives.
 Man power planning is the process of determining manpower
requirement in order to carry out the integrated plan of the
organization.

OBJECTIVES:-

 To ensure optimum use of human resource currently employeed.

 To control the cost aspect of human resources.
 To avoid imbalances the distribution & allocation of human
resources.
 To formulate transfer & promotion policy.

33
IMPORTANCE:-

Manpower planning is an important tool of HRM as it helps

in the following ways:

 Manpower planning is a better basis for planning employee

development i.e. designed to make optimum use of worker’s
skills within the organization.
 It leads to improvement in the overall business planning
process.
 It serves as a tool to evaluate the effect of alternative manpower
actions & policies.

Emami paper mills Ltd. is a continuous process industry

with complex technology. To operate this industry Emami needs
highly skilled personnel competent managers & administrations.
Emami paper mill is committed to a system of selection & ensure
induction of the best & most competent person to take up changing
assignments in the company.

The planning for the deploying to adequate & required

manpower is very vital in any organization. Proper manning
increases efficiency where as excess manpower creates working in

34
 efficiency & accountability gets diluted besides on the
organization.

The management engaged M/S sigma consultant, Kolkata to

do a work load study of the entire plant to assess requirement of
manpower in all the departments.

RECRUITMENT:-
MEANING:-

 The process of identification of different sources of personnel is

known as recruitment.
 According to Edwin B. Flippo, “Recruitment is the process of
searching the candidates for employment & stimulating them to
apply for jobs in the organization.

SOURCES OF RECRUITMENT:-

Internal Sources
External Sources

INTERNAL SOURCES:-

(I) Transfer
(II) Promotion

35
EXTERNAL SOURCES:-

(I) Media Advertisement

(II) Direct Recruitment
(III) Casual Callers
(IV) Employment Agencies
(V) Management Consultants
(VI) Recommendations

OBJECTIVES:-

Every year the organization is losing skilled employees in different

departments from time to time by way of resignation/retirement, etc.
Besides due to modernization/expansion of the plants, the required
number of suitable employees against positional vacancies at skilled &
high-skilled worker level & at supervisor/engineering staff level are not
available from within.

SCOPE & TYPE OF RECRUITMENT:-

This recruitment policy is formulated to give opportunities to

the young incumbents having following qualifications to prepare them
for future requirement at skilled & high-future requirement at skilled &
high-skilled level & supervisor & engineer level.
36
 Emami paper mills follows the recruitment procedure like
advertisement through news papers & Districts employment ex-changes
& also recruit from some renouned consultants to senior executives post.
Also, Emami gives importance to the kids/children of employees.

SELECTION:-

Selection involves a series of steps by which the candidates

are screened for choosing the most suitable persons for vacant posts.

Selection is a negative process because it aims at rejecting

applicants who are unsuitable & offering jobs to those who are found
fully suitable.

ROLE OF PERSONNEL DEPARTMENT IN SELECTION:-

Personnel department plays an important role in the selection

process. The requisition for the employees must originate from the dept.
where it is necessary to hire some persons to man particulars jobs in the
near future. The use of standard requisition form by the departmental
head is preferable as it will make clear the number of vacancies, type of
jobs, pay scale & any special characteristics or skills required. After
receiving the requisition, the personnel dept. will see the catalogue of
job descriptions & jobs specifications to obtain a picture of the job.

37
SIGNIFICANCE:-

Selection is a critical process these days because it requires a

heavy investment of money to get right types of people. Induction &
training costs are also high. Therefore, it is essential to device a suitable
selection procedure.

Emami paper mill follows that the screening, written test,

viva & physical test for selection.

For selection of candidates through the interview, interview

board to be constituted shall comprise the following officers:-
1. One person from technical/commercial area as required.
2. Manager/General manager of the concerned area/dept.
3. One person from personnel department.
Finally director (operation) & Senior President will finalized the
selection / appointment of any new employee.

PLACEMENT:-
Placement is a process of assigning a specific job to each of the
selected candidates. It involves assigning a specific rank and responsibility to
an individual. It implies matching the requirements of a job with the
qualifications of the candidate. It is the duty of personnel department to send
the new employee to the department and job for which he is better suited. The
placement arrangement should be ready before the joining date of the newly
selected person.

38
SIGNIFICANCE OF PLACEMENT:-
The significance of placement are as follows:
 It improves employee morale.
 It helps in reducing employee turnover.
 It helps in reducing absenteeism.
 It helps in reducing accident rates.
 It avoids misfit between the candidate and the job.
 It helps the candidate to work as per the predetermined objectives of
the organization.
INDUCTION:-

Induction is an important part of the process of socialization of a

new organizational employee.

According to Edwin B. Flippo, “ induction as the welcoming

process to make the new employee feel at home and generate in him a
feeling of belongingness to the organization”.

OBJECTIVES:-

To provide information about the organization its structure,

products, rules and regulations etc. to the new employee.
To promote a feeling of belonging and loyalty to the organization
among new – comers.
To foster a close relationship between the new workers and the old
workers and supervisors.

39
 To bring about agreement between the organizational goals and
personal goals of the new employee.

FORMAL INDUCTION PROGRAMME:-

The induction programme is generally informal in case of small

firms. It may be formal of the duration of two to four weeks in case of
big organizations. Induction training course should not be too lengthy. If
a formal course is to be attended after two or three weeks on the job, the
initial introduction and the needed information may be given by the
supervisors to the new employee.

BENEFITS OF A FORMAL INDUCTION PROGRAMME:-

(I) It reduces new employee’s anxieties and provides him an

opportunity to know about the organization and its people.
(II) It helps the new employees in knowing expectations of the
organization and its executives.
(III) It builds and strengthens a two – way communications channel
in the company.
(IV) It facilitates informal relations and team work among the
employees.
(V) It reduces turnover, employee grievances, and absenteeism by
making new employees more aware, adjusting and satisfied.

40
 The EPM gives seven days induction training programme to
the newly appointed employees. The HR department makes a schedule
for induction programme of the new employees. The 1 st step is that, the
needs of employees after their joining in the organization, the HR
department provides necessary information to them such as regarding
organization, different department/work units of organization, duties of
new employees and their specific department / work units. Then after
they are sent to the head of the specific work unit / department where the
employee will go through several steps to know about his work, duties,
rules and regulations and etc. as per schedule programme. After the
completion of induction programme they should report to HR
department through the head of his specific department that they had got
sufficient knowledge regarding his work unit / department during the
programme and same is recorded on the HR department.

PERFORMANCE APPRAISAL:-

Performance appraisal means systematic evaluation of the

personality & performance of each employee by his supervisor or some
other person trained in the techniques of merit rating.

41
 According to Dale Yoder, “performance appraisal includes all
formal procedures used to evaluate personalities & contributions &
potentials of group members in a working organization.”

OBJECTIVES:-

(I) Administrative
(II) Self – improvement

(I)ADMINISTRATIVE OBJECTIVES:-

Promotion:-

It is to the common interests of both the management &

employees to promote employees into positions where they can most
effectively utilize their abilities.

Transfer:-

In an organization, it may be necessary to consider various

types of personnel actions such as transfers, lay-offs, demotions &
discharges.

Wage & Salary Administration:-

I some cases, the wage increase are based on the

performance appraisal reports. In some cases, appraisals & Senitory are
used in combination.
42
 Training & Development:-

Performance appraisal can help in spotting the talented

employee so as to train & develop them to create an inventory of
executive skills.

(II)SELF IMPROVEMENT:-

A discussion between the boss & the subordinate conducted in

a spirit of co-operation & mutual understanding gives the chance to
employee to have an insight on his performance in the general set up of
the organization.

Performance appraisal helps human resource development in

another way. A promotion minded individual can ask for the target
programmes of a position he seeks & use the information given by
performance appraisal to prepare himself for the job.

IMPORTANCE:-

 Performance rating helps in guiding & correction of employees.

 Rating can be used to evaluate the effectiveness of training
programmes.
 It provides an incentive to the employees to better their
performance in a bid to improve their rating over others.

43
 Appraisal system used as a tool to increase the performance
which increases the productivity. In Emami Paper Mill it’s used in case
of promotion & appraise the performance of the person who are
appointed as management trainee.

There is appraisal form which is attached with this project on

is for the staff & one is for the worker & that form is given to the
department head. There is a better performance award i.e. best staff &
best worker award in each year. There is certain rating scale i.e.
knowledge, skill, creative skill, etc.

PROMOTION:-

1. Promotion means giving higher position to an employee which

carries higher status, more responsibilities & higher salary.
2. Promotion means advancement of an employee to a higher
post with greater responsibilities and better service conditions.

44
PROMOTION POLICY:-

It is an inherent system that vacancies in jobs / positions arise

from time to time by virtue of employees leaving service i.e. resignation,
retirement / termination etc. To fill up the vacancies suitable placement /
selection are made to maintain the hierarchy for smooth functioning of
the factory / process.

The promotions are governed by education, ability, skill,

competence, experience, merit & length of service & can be decided on
the individual suitability of the concerned employees. The right man
shall be put on the suitably right job.

The promotions can be classified in two broad categories:

(1) For Filling Of Vacancies:-

In this situations the promotions are affected when
there is a vacancy / requirement in a specific post / job due to exit /
displacement of employees for any reason whatsoever.
(2) For Motivating Employees For Outstanding Achievement:-
In this situation the promotion is effected to motivate /
reward the employees for a period of hard, sincere & diligent work
performances. Such cases are very rare, exclusive & the
promotions are done where there is no opportunity, a venue, scope

45
 & vacancy for up gradation. Such cases are called “personal grade
promotions”. While implementing such promotions it must be
noted that in the case of workers that he has reached the age of 50
years or if the promotion is given at a young age his future
expectations may be a negative factor frustration diminishing his
work performance.

INCREMENTAL BENEFITS FOR PROMOTION:-

 In EPM for promotion to higher grade two increments of the

promoted grade is given.
 For stagnation benefits when a worker is stagnated for more than
four years in same grade one increment in the same grade is given.

TRAINING AND DEVELOPMENT:-

TRAINING:-

Training means learning skills & knowledge for doing a

particular job. It increase job skills. The term training is used to denote
imparting specific skills among operative workers & employees.
Training is job-centred in nature.

46
DEVELOPMENT:-

Development means the growth of an employee in all

respects. It shapes attitudes. The term ‘development’ is associated with
the overall growth of the executives. It is career-centred in nature.

OBJECTIVES OF TRAINING:-

 To increase the knowledge of workers in doing specific jobs.

 To improve the overall performance of the organization.
 To reduce number of accidents by providing safety training to
workers.

TRAINING NEEDS:-

Every year competency mapping & training need assessment

of the employees is done to decide about the adequate training to be
provided. Basing on the assessment, training calendar is prepared &
training provide. The training is arranged from the internal & external
faculty on various technical & other topics like work culture,
communication, present competitive global market, team work & TPM
activities etc.

47
TRAINING FACILITIES:-

In Emami Paper Mill 3 year training for fresher I.T.I., 2 year

training for diploma / B.Sc. / B.A / B.com & 1 year training for degree /
C.A / M.B.A. student.

A conference / training room with a sitting capacity of 35

persons with all facilities of audio / video facilities i.e. white board, OH
projector & LCD projector with computer is available for the training.

WAGE AND SALARY ADMINISTRATION:-

WAGES:-

Wages may be defined as the aggregate earnings of an

employee for a given period of time such as a day or a week or a month.
They are composed of two parts.

(I) Basic wages (II) Allowances

SALARY:-

It is a compensation to an employee for services rendered on a

weekly, monthly or annual basis. It is usually associated with office
staff, supervisors, managers etc.

48
OBJECTIVES:-

 Control of costs
 Establishment of fair & equitable remuneration
 Maintenance of a satisfactory public relations image.

In Emami Paper Mills payments of salary & wages to its

employees are monitored & prepared by HR department on the basis of
attendance, leave etc. The staff & regular workers are treated as monthly
rated monthly paid & are paid salary / wages on 1st & 7th day of the
month respectively. Whereas the contractor workers are daily rated but
are paid monthly wages on or before 10th day of each / every month.

In EPM besides basic salary / wages different allowances i.e.

special allowances, professional development allowance, fuel & petrol
allowance, house rent allowance, washing allowance, night shift
allowance & attendance incentive etc. are also paid with the basic wages
in every month.

49
RETIREMENT:-

Retirement of an employee is an important event in his life &

also has an important impact on the organization where he worked for a
major portion of his life.

In Emami Paper Mill all employees have to retire from the

job at the age of 58 years. The person get gratuity.

50
 Introduction
 Objective of Industrial relation
 Code of discipline
 Collective Bargaining process
 Grievance
 Trade union
 Worker’s participation in management
 Social Security
 Industrial dispute
 Welfare facilities

51
INTRODUCTION

Industrial relations can be defined, in a restricted sense, as

the relations between management and union or between representatives
of employees and representatives of employers. The term ‘ Industrial
relations ‘ refers to all aspects of employment relations. The term
‘industry’ in its widest sense includes all forms of economic activity:
agriculture, manufacturing, services etc. Industrial relation is as old as
industry.

Industrial relations focus on human relations between

employees / managers and workers and their unions in the production /
service process. The aim of industrial from the management’s points of
view is to achieve the best results / outcomes with the least inputs,
improve returns on capital & wages & working conditions of workers &
offer incentives to managers to strive for continuous improvement in
relations and mutual co-operation between employees & employers.
From the perspective of the Govt., the aim is to develop sound labour
management relations for realizing the goals of economic and social
development.

52
DEFINATION:-

According to H.A. Clegg “The field of industrial relations

includes the study of workers, trade unions, management, employees
associations & the state institutions, concerned with the regulation of
employment”.

From the above definition we find Industrial Relations as:

 Originally the term stood for employer employee relations in an

industry.
 When the employees organized themselves through trade union,
the activity of trade union was also taken into account.
 When the action & relation between the employers & employees
becomes unbearable, the govt. took the rein into his hand &
controlled both of them. Hence, govt. was included as the third
party in the matter of Industrial relations.

OBJECTIVES:-

The main objective of IR is to maintain sound relation between

employees & employers the following are other objectives:-

53
  To find out the IR functions conducted by the organization for a
peaceful & harmonious organizational environment.
 To find out the facilities which are provided to the workers to their
satisfaction.
 To find out the attitude of workers towards their job &
management policies.
 To facilities production.
 Providing reasonable wage, working & living conditions.

CODE OF DISCIPLINE:-

A code of discipline drafted by the sub-committee was duly

ratified by the central organizations of workers & employers at the 16 th
session of the Indian labour conference in march 1958 & it become
operative from 1st June, 1958.

PRINCIPLES:-

 There should be no strike or lock out without proper notice.

 There should be no recourse to go slow tactics.
 No deliberate damage should be caused to a plant or property.
 Awards & agreements should be speedily implemented.

54
OBJECTIVES OF THE CODE:-

The code of discipline is intended to achieved the following

objectives:

 Maintaining peace & order in industry.

 Promoting constructive criticism at all levels of management &
employment.
 Avoiding work stoppages in industry.
 Facilitating a free growth of trade unions.

FEATURES OF THE CODE:-

The important feature of the code of discipline are as follows:

 It prohibits strikes & lock – outs without prior notice & also
intimidation & the adoption of ‘go slow’ tactics by workers.
 No one – sided action can be taken by either party in any industrial
relation matter.
 All disputes are to be settled through the existing machinery
provided for this purpose by the Govt.
 The employers will not increase work – load without prior
agreement with the workers.

55
COLLECTIVE BARGAINING:-

MEANING:-

Collective bargaining is a process in which representatives of two

groups (employers & employees) meet & attempt to negotiate on
agreement which specifies the nature of future relationship between the
two.

According to Flippo, “Collective bargaining is a process in which the

representatives of a labour organization & the representatives of
business organization meet & attempt to negotiate a contract, which
specifies the nature of employee – employer union relationship”.

FEATURES:-

The essential features of collective bargaining are as follows :-

(I) It is a collective process. The representatives of both the

management & the employees participate in it.
(II) It is a flexible & dynamic process.
(III) It is a method of partnership of workers in management.
(IV) It is an effective step in promoting industrial jurisprudence.

56
FUNCTIONS:-

 Social Change
 Industrial Peace
 Industrial Democracy

TYPES OF COLLECTIVE BARGAINING:-

 Conjunctive bargaining
 Co-operative bargaining
 Productivity bargaining
 Composite bargaining

In Emami Paper Mill collective bargaining occurs through

following process:-

(I) Three year agreement by both the union representative &

management. Representative wages / salary & other benefits
including the safety & welfare measures.
(II) Every year before Durga Puja Bonous will be paid after a settle
by both the unions & management representative.
(III) Major disputes has been resolved by the works committee
meeting, safety committee meeting, canteen committee meeting
etc.

57
GRIEVANCE:-

Any discount or dissatisfaction whether expressed or not &

whether valid or not arising out of anything connected with the
organization that an employee thinks, believes or even feels unfair,
unjust or inequitable.

SOURCES OF GRIEVANCES:-

The causes of grievances may be grouped under three heads

Viz,
 Management policy
 Working conditions
 Personal factors
GRIEVANCES RESULTING FROM MANAGEMENT POLICY:-

 Wage rates of scale of pay

 Overtime
 Transfer improper matching of the worker with the job.
 Seniority, promotion & discharges
 Lack of career planning & employee development plan
 Lack of role clarity
 Lack of regard of collective agreement
 Hostility towards a labour union

58
GRIEVANCES RESULTING FROM WORKING CONDITIONS:-

 Unrealistic
 Non availability of proper tools, machines & equipments for doing
the job.
 Tight collection target
 Bad physical condition of work place
 Poor relationship with the supervisor
 Negative approach to discipline.

GRIEVANCE RESULTING FROM PERSONAL FACTORS:-

 Narrow attitude
 Over-ambition
 Egoistic personality

GRIEVANCE SETTLEMENT MACHINERY:-

According to the code of discipline there should be grievance

settlement machinery in every industrial establishment for the sake of
workers grievances. In the certified standing order of the company, it is
mentioned that all grievances of the employees shall be dealt by the
grievance machinery which is to be set up as far as possible on the lines
of model grievance procedure involved by the Indian labour conference
in 1958.

59
 In Emami Paper Mill the grievances are discussed & settled
through the works committee many times the appointing. Authority
disposed of the grievances on its merit.

TRADE UNION:-

According to Dale Yoder, “ A Trade union is a continuous

association of wage earners for the purpose of maintaining or improving
the conditions of their work life”. It is a continuing long term association
of employees, formed & maintained for specific purpose of advancing &
protecting the interest of members in their working relationship.

According to 2 (h) of trade union Act 1926, a trade union means

“any combination, whether temporary or permanent formed primarily
for the purpose of regulating the relations

a. Between workmen & employers

b. Between workmen & workmen
c. Between employers & employers

For imposing restrictive conditions on the conduct of any trade or

business & includes any federation of two or more trade unions.

60
OBJECTIVES OF TRADE UNION:-

 Steady employment
 Rationalization of personnel policies
 Recognition & participation
 Gaining legislative enactments
 Voice in decisions affecting workers

FUNCTION OF TRADE UNION:-

 Militant functions
 Fraternal functions
 Political functions

IMPORTANCE OF TRADE UNION:-

 By helping in the recruitment & selection of workers.

 By inculcating discipline among the work force.
 By creating a committed industrial work force.

Trade union is the strongest body for collective

bargaining from the worker’s side.

61
Emami Paper Mill has two union :
 EPM Majdoor union affiliated to CITU.
o Regd. No. 1501/1983
 EPM employee union affiliated to INTUC.
 Regd. No. 1620/1985
These two unions are functioning within frame work of cordial
industrial relations since their registration various settlements have been
signed with them for the workers as regard staff every year the
management decides about their salary increments & as per the rules &
regulations of the company other benefits are provided to them staff are
not members of any union.

Sri Sudhir Mangaraj is the president of EPM EMPLOYEES UNION &

Sri Pradipta Panda, Ex – MLA, Nilgiri, is the president of EPM
MAZDOOR UNION & under their responsible leadership the 2 union /
workers are managing their affairs for the betterment of the industries as
a whole the total workers of 900 as stated above are the members of
these two unions only barring 4 to 5 workers.

When the whole atmosphere at Emami Paper Mill was of peaceful

coexistence 3rd union was registered in the year 1999, Regd. No.
670/CTC dated 20.04.1999 .

62
By utilizing the latches in law ( i.e. any 7 workers can form a union ) the
3rd union as above got the registration. It is apprehended that such
registration would jeopardize the peaceful industrial environment at
Emami Paper Mills Limited & formet industrial strike. This same union
/ group of workers with vested interest created such a situation in 1994
whereby the management has to declare lockout & after much difficulty
& intervention by govt. the factory could be started after 52 days. This
happened for the following reasons :

 Misguiding the innocent workers

 Spreading false rumors amongest workers
 Giving false promises
 Encouraging intra union rivalry

WORKER PARTRICIPATION IN MANAGEMENT:-

Worker participation in management is a broad & complex one

depending on socio political environment. The word participation means
sharing the decision making power with the lower to rank of
organization in an appropriate manner. It has defined as the participation
resulting from practices which increase the scope for employees share of
influence in decision making at different tiers of organizational
hierarchy with commitment & assumptions of responsibility.

63
OBJECTIVES:-

 Increasing productivity for the general benefit of the enterprise, the

employees & the community.
 Satisfying the worker’s urge for self expression.
 Development of human personality.
 Development of leaders from within the industry.

IMPORTANCE OF WORKER’S PARTICIPATION:-

 Reduced industrial unrest
 Reduced misunderstanding
 Increased organization balance
 Improved communication
 Higher productivity
 Increased commitment
 Industrial democracy
 Less resistance to change
In EPM various committees are there to keep better co-operation
between the management and worker.
 Safety committee
 Canteen committee
 Works committee
 Welfare committee
64
CANTEEN COMMITTEE:-

There are two representatives one management side & one workers
side 6 members of workers side & equal no. of management side.

SAFETY COMMITTEE:-

In this committee on representatives of workers side & representatives

of management side 18 members of both side.

WORKS COMMITTEE:-

This committee consists of senior president DGM & equal no

of member in both side. Work committee meeting is held comprising of
equal number of both the unions & head of the department from the
management side. President or senior vice president over the meeting.
The topics discussed in the meeting are basically to promote measure
preventing unity & good relation between the worker & workman & sort
out any difficulties. All matter effecting the injustice is also discussed in
a transparent manner so that an employee aware of the difficulties faced
by the management.

WELFARE COMMITTEE:-

Two parties representative from management & workers and

equal no. of members.

65
SOCIAL SECURITY:-

Social security has defined as the securing of an income to

take the place of earning when they are interrupted by unemployment,
sickness or accident, to provide for retirement through old age and to
meet exceptional expenditure connected with birth, death or marriage.

According to ILO, “ Social Security is that Security furnishes

through appropriate organization against certain risks to which its
members are exposed. These risks being sickness, maternity, invalidity,
old age & death”.

SCOPE OF SOCIAL SECURITY:-

The scope of social security is very wide. Social security

includes health insurance, maternity benefits, compensation for
employment injury, worker’s family pension – cum – insurance
schemes, compulsory & voluntary social insurance, provident fund
schemes & public health services. They have three characteristics:-

(I) They are establishment by law.

(II) They provide some form of cash payment to individuals to
compensate that occurs due to such contingencies as
unemployment, maternity, work injury, industrial disease, old
age, burial & orphanhood.

66
 (III) The benefits of services are provided in three ways i.e. social
insurance, social assistance or public service.

BENEFITS (E.S.I SCHEME) IN EPM:-

Rupees 1.75 from employees salary are taken for E.S.I.

1. Sickness benefit
2. Medical benefit
3. Maternity benefit
4. Disablement benefit
5. Dependants’ benefit
6. Funeral benefit
7. 4.5% collected from couspasy & deposited at E.S.I. office.

INDUSTRIAL DISPUTE:-

Industrial dispute means any dispute or difference between

employees & employers or between employers & workmen which is
connected with the employment or non – employment or the terms of
employment or with the conditions of labour of any person.

The management may resort to lock-out & the workers may

resort to strike, gherao, picketing etc.

67
STRIKE:-

Strike is very powerful weapon used by a trade union to get its

demand accepted. Strike means a cessation of work by a body of persons
employed in any industry acting in combination or a concerted refusal or
a refusal under a common understanding of any no. of persons who have
been so employed to continue to work or to accept employment.

THERE ARE MANY TYPES OF STRIKES:-

Economic Strike

Sympathetic strike

General Strike

Sit down Strike

Slow down Strike

LOCK-OUT:-

Lock-out has defined as closing of a place of employment or

the suspension of work or the refusal by an employer to continue to
employ any no. of persons employed by him.

68
GHERAOS:-

Gherao denotes a collective action initiated by a group of

workers under which members of the management of an industrial
establishment are prohibited from leaving the business or residential
premises by the workers.

PICKETING:-

When workers are discussed from reporting for work by standing

certain men at the factory gates, such a step is known as picketing.

CAUSES OF INDUSTRIAL DISPUTE:-

 Economic causes
 Non economic causes

ECONOMIC CAUSES:-

 Wages
 Bonus
 Dearness allowance
 Conditions of work & employment
 Working hours
 Leave & holiday with pay
 Retrenchments

69
NON-ECONOMIC CAUSES:-

 Recognition of T.V.
 Victimisation of workers
 Ill-treatment by supervisory staff
 Sympathetic strikes
 Political causes

SETTLEMENT OF INDUSTRIAL DISPUTES:-

Prevention of industrial disputes

Industrial disputes

Settlement of industrial disputes

In Emami industrial disputes are represented by its unions. Followings

are the main causes & forms of different disputes : -

 For timely payment, safety aspects, timely issue of gate passes.

 Overtime, timely safety materials.
 After 1995 there are no measure problem such as strike, Hartal,
lockout.

70
WELFARE FACILITIES:-

CONCEPT OF LABOUR WELFARE:-

According to Arthur James Todd, “labour welfare means

anything done for the comfort & improvement, intellectual or social of
the employees over & above the wages paid which is not a necessity of
the industry”.

Labour welfare is a dynamic concept as new welfare measure

are added to the existing ones along with social changes.

FEATURES OF LABOUR WELFARE:-

The basic features of welfare measures are as follows :

 It includes various facilities, services & amenities provided to

workers for improving their health, efficiency, economic
battlement & social status.
 It measure are flexible & ever-changing. New welfare measures
are added to the existing ones from time to time.
 It may be introduced by the employers, govt., employees or by any
social agency.

OBJECTIVES:-

(I) It provide better life & health to the workers.

71
 (II) To make the workers happy, satisfied & efficient.
(III) To relieve workers from industrial fatigue & to improve
intellectual, cultural & material conditions of living of the
workers.

TYPES OF WELFARE SERVICES:-

These services are basically three types,

 Economic Services
 Recreational Services
 Facilitatives services

FACILITATIVES SERVICES

 Canteen, restroom & lunch room

 Housing facilities
 Medical facilities
 Washing facilities
 Educational facilities
 Leave travel concession

72
SIGNIFICANCE:-

 Welfare facilities provide better physical & mental health to the

workers & make them happy.
 Employers secure the benefits of high efficiency, cordial industrial
relations & low labour turnover.
 Labour welfare measures raise labour productivity & bring
industrial peace & cordial labour-management relations.

In Emami Paper Mill welfare facilities are provided to workers

both inside & outside the premises of an organization. EPM has made
elaborate arrangement of welfare facilities for the employees. But as a
new under taking the welfare facilities will provided to EPM employees.

There are different types of welfare facilities of EPM in side the

plant.

 CANTEEN:-
EPM Ltd. has provided to workers for taking their break fast
& launch. There are two types of canteen in side the plant one
canteen for workers & another canteen for staff & officer.
The canteen of EPM balasore is managed by a canteen
committee consisting of equal number of representatives of both
employees & management.

73
 The canteen has given some facilities for running the
canteen smoothly like a well finished building where lunch room,
office room, kitchen room & others are available.
The company has also sanctioned some amount for the
canteen doe each month which is other wise known as frozen
amount.
There are waiters to serve Tiffin & meal only. There are
facilities of cold water for drinking purpose.
The canteen is made for workers only. The workers purchase
a token before taking Tiffin & meal.
The item rate of both Tiffin & meal are given below :
Worker:- Lunch is Rs. 3.50/-, Tea – 30 paisa, Tiffin – Rs.
1.50/-
Staff :-Lunch is Rs. 4.50/- , Tiffin – Rs. 1.50/- , Tea – free
Similarly the company provided vegetarian meal at the rate of 3.50
Rs/per meal the above vegetable meal contains Rice, Dal, Curry,
Bhujia, Chatani, Onion, Lemon, Papad, Cucumber & Chili.
 SHELTER REST ROOM AND LUNCH ROOM:-
The management has provided lunch room in the canteen
building for taking break fast & by the workers. At the place of
hazardious work there are some small rest room & by which the
workers can rest some times to rest his body.

74
 DRINKING WATER FACILITIES:-
Drinking water facilities are unique in EPM. There are
water coolers in canteen as well as in each department of the plant.
15 nos of water cooling are available.
 LATRINES & URINALS:-
The management has provided latrines & urinals for the
workers. These latrines & urinals are kept clean regularly. The
management has also provided latrines & urinals separately for
male & female workers.
 WASHING FACILITIES:-
There are bath rooms at EPM plant area. There are also
water taps near the place of work to enable the workers to wash
their hand & face.
 CRECHE:-
There are no crèche in EPM there are not more female
workers SWhich is essential for a crèche. A crèche will be
provided for female worker’s where the minimum 2 female works
are posted in an organization.
 COMMUNITY HALL IN THE STAFF COLONY:-
EPM an opportunity to inaugurate the newly
constructed community hall in the colony, which will be used for
recreational activities & social function.

75
 FIRST AID APPLIANCE:-
The management has paid attention in providing first
aid box in each dept. of the plant. In medical centre
(I) Homeopathy doctor (II) Ayurvedic doctor

(III) pharmacist available in side the plant.

The management is taking a keep interest for the benefits of the

first air centre & also good supervision regularly about the function
of first aid centre & take necessary action which is necessary.

 SAFETY PROVISION:-
EPM has made elaborate arrangement for ensuring safety of
workers in plants. For this purpose the safety committee has made
by the representative of both management & workers side.

76
 Facts finding
 Suggestion
 Conclusion
 Bibliography

77
FACT FINDING
 On selection & recruitment they should concentrate on the campus
selection from the source, i.e. from different university & B.
Schools.
 In case of salary & wages the strategy adopted by EPM is
acceptable which is based on grade.
 Collective bargaining & industrial relation in EPM is very good i.e.
trade unions are given importance & they participate in decision
making which relates to workers & their wages.
 Performance appraisal as a tool of HRM should not be merely used
as a promotional tool for the employees. It should be used to
develop & manage the performance of the employees.
 Labour welfare techniques in EPM is very dynamic because here
every need & requirement of labour is given importance.
 Trade union plays a very active role in dealing with every aspect of
workers problem. It is marked that trade union is given much
importance that single employees problem is not considered so
effectively.
 The employee get retirement benefit but the benefit related to the
night shift must be increased.

78
 Employ security scheme is very acceptable i.e. they get all types of
securities as the employee of EPM.
 Training program is regularly conducted to keep abreast with the
new concepts & techniques in training, work culture &
productivity. Faculties from the central board of work education
are regularly invited for different programs. Besides this, on the
job training is also being imparted, based on the training need.
 The communication system is a success to some extent because
information on business plans is not regularly provided.

79
QUESTIONNAIRE

1. Is the recruitment process a good and effective one?

(a)Yes (b) No (c) Some extent

OPINION SIMPLE SIZE (40)

Yes 29
No 4
Some Extent 7

Data analysis:-

35

30

25

20

SIMPLE SIZE(40)
15

10

0
YES NO SOME EXTENT

80
 2. Is there any particular policy or method of placement of employees
on different jobs? If yes, then are you satisfied with the policy ?
(a) Yes (b) No (c) some extent

OPINION SIMPLE SIZE (40)

Yes 26
No 3
Some Extent 11
Data Analysis:-

SIMPLE SIZE(40)

30

25

20

SIMPLE SIZE(40)
15

10

0
YES NO SOME EXTENT

81
 (3) Are you satisfy by the employees selection criteria for
different jobs in the company?
(a) Yes (b) No (c) Some extent

OPINION SIMPLE SIZE (40)

Yes 28
No 5
Some Extent 7

Data Analysis:-

SIMPLE SIZE (40)

30

25

20

SIMPLE SIZE (40)

15

10

0
YES NO SOME EXTENT

82
 (4) Which training program you feel effective that you have
attended?
(a) IN HOUSE TRAINING
(b) EXTERNAL TRAINING
(c)ON – THE - JOB

OPINION SIMPLE SIZE (40)

IN HOUSING TRAINING 7
EXTERNAL TRAINING 13
ON-THE-JOB 20

Data Analysis:-

SIMPLE SIZE (40)

14

12

10

8
SIMPLE SIZE (40)
6

0
IN HOUSING EXTERNAL ON-THE-JOB
TRAINING TRAINING

83
 (5) Are you satisfy by the salary, wages & remuneration given to
the employees?
(a) Yes (b) No (c) Some extent

OPINION SIMPLE SIZE (40)

Yes 25
No 2
Some Extent 13

Data Analysis:-

SIMPLE SIZE (40)

25

20

15
SIMPLE SIZE (40)

10

0
YES NO SOME EXTENT

84
 (6) Does the company give any incentive and fringe benefits to
the employee? Are you Satisfied with that?
(a) Yes (b) No (c) Some extent

OPINION SIMPLE SIZE (40)

Yes 20
No 9
Some Extent 11

Data Analysis:-

SIMPLE SIZE (40)

20
18
16
14
12
SIMPLE SIZE (40)
10
8
6
4
2
0
YES NO SOME EXTENT

85
 (7) Are you Satisfied by the promotion policy of the company ?
(a) Yes (b) No (c) Some extent

OPINION SIMPLE SIZE (40)

Yes 21
No 8
Some extent 11

Data Analysis:-

SIMPLE SIZE (40)

25

20

15
SIMPLE SIZE (40)

10

0
YES NO SOME EXTENT

86
 (8) Are you satisfied with the recreation facilities canteen
service an quality of food for the employees ?
(a) Yes (b) No (c) Some extent

OPINION SIMPLE SIZE (40)

Yes 19
No 12
Some Extent 9

Data Analysis:-

SIMPLE SIZE (40)

20

15

10
SIMPLE SIZE (40)
5

0
YES SIMPLE SIZE (40)
NO
SOME EXTENT

87
 (9)
How is the relationship
between management & No. of Respondents % of Respondents
worker
Very good 16 80%
Good 4 20%
Average 0 0%
Poor 0 0%
Very Poor 0 0%
Total 20 100%
Data Analysis:-

It is observed from the above table that the relationship

between management & workers in EMAMI PAPER MILLS LTD is
very good because about 80% employees say very good, 20% employees
say good.

100% 80% 20%

90% 100%
80%
70%
60%
50% 16 4
40%
30% 20
20%
10%
0%
0%
0
VERY 0%
0
GOOD 0%
0
GOOD AVERAGE
POOR
VERY
TOTAL
POOR

No. of respondents % of respndents

88
 (10)
Do u feel WPM is
healthy provision for
bringing harmonious No. of Responds V of Responds
relationship with in
industry
Yes 10 50%
No 10 50%
Total 20 100%
Data Analysis:-

Majority of Respondent about 50% give the opinion that the

WPM is a healthy provision for bringing harmonious relationship in
Emami Paper Mill. Ltd.

25

20

15 V of Responds
No. of Responds
10

0
YES NO TOTAL

89
 (11)

Maximum disputes No. of Respondents % of Respondents

settles through
Bipartite 20 100%
Interference of third 0 0%
party
Total 20 100%

Data Analysis:-

It is observed from above data that most respondents the

disputes settles through interference of Bipartite.

25

20 100% 100%

15

10 20 20

0 0%
0
BIPARTITE INFERENCE OF THIRD PARTY TOTAL

No. of respondents % of respondents

90
 (12)
In our opinion how No. of respondent % of Respondent
is ur management
Very good 2 10%
Good 14 70%
Very bad 4 0%
Bad 0 20%
Total 20 100%
Data Analysis:-

Majority of respondent about 10% give the opinion that the

management of EMAMI PAPER MILL LTD is very good, 70%
respondent think good, 0% respondent think very bad & 20% respondent
think bad.
25

20

15

10

0
VERY GOOD GOOD VERY BAD BAD TOTAL

NO. OF RESPONDENTS % OF RESPONDENTS

91
 (13)
Are u satisfied with No. of Respondents % of Respondents
ur salary
Yes 10 50%
No 10 50%
Total 20 100%
Data Analysis:-

It is observed that majority of the respondent i.e. 50% are not

satisfied with their salary & about 50% respondent are satisfied with
their salary.

25

20

15 % OF RESPONDENTS
NO. OF RESPONDENTS
10

0
YES NO TOTAL

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 SUGGESTION
It has been evident from the analysis that 100% of respondent views that
there exist a good relationship between the management & workers. But
for the growth of the company it is required to maintain more healthy
relationship to enrich the growth and development of EMAMI PAPER
MILLS LTD.

As 50% of employees realize that good relationship cause

achievement in the organization, so the management should use proper
techniques to promote healthy relationship with the management.

As it implied from the analysis that the efficiency of the employees

directly proportional to the good relationship, so the management should
stress towards maintain a harmonious relationship between the
management and employees.

It implies that the worker’s satisfaction with his job environment

consisting of nature of work, opportunities for promotion, pay etc. In
order to improve the job satisfaction, the EMAMI PAPER MILLS LTD.
should make variation in job contents of those workers who are
dissatisfied with the works. The worker should be given greater freedom
of operation, more challenging works etc.

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Some of the employees in EMAMI PAPER MILLS LTD. feel
that the wage system should be revised such that it ensures for
the workers and family reasonable standard of living.
Clear targets are to be fixed for both executives and non
executives.
Reward schemes should be more intensive in EMAMI PAPER
MILLS LTD. to further boost up their morale.
EMAMI PAPER MILLS LTD. should improve much better
working conditions for the employees.
Assignment of duties and responsibilities among the workers
which should be backed by accountability to improve
performance and efficiency.
To boost morale of workers, various incentive schemes
performance related promotion policy may be adopted so that
workers should feel their accelerated career growth.

94
CONCLUSION
It is a time bound activity for every researcher to draw
conclusion at the end of the research work. It is found that all the HRM
and IR practices which is being adopted by EPM is dynamic nature.
These HRM & IR practices followed by EPM, motivated employees and
also increase the productivity of employees which in turn results to
organizational effectiveness.

95
BIBLIOGRAPHY
 Human resource management & Industrial Relation:- by
T.N. Chhabra
 Human resource management :- by V.S.P. Rao
 Industrial Relation :- By Sinha & Sinha
 Website :- WWW.google.com

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