DETERMINING THE PERCEIVE FACTORS OF INDUSTRIAL RELATION-A STUDY IN INDIAN OIL CORPORATION LTDHALDIA PLANT

SUBMITTED IN PARTIAL FULLFILLMENT OF THE PROJECT FOR COMPLETION OF THE DEGREE OF MASTERS IN BUSSINESS ADMINISTRATIONTO

HALDIA INSTITUTE OF TECHNOLOGY

SUBMITTED BY:-SOURAV GANGULY

REG:-131030710021 OF 2013-2014ROLL:-10300913021

PREFACE

Knowledge has two aspects theoretical and practical and no theoretical concept is complete without having knowledge of its practical application. A one month professional training programme was introduced as a part of curriculum of our M.B.A course. This summer training programme proves beneficial to the future HR-manager as they have to handle such problem in the actual work field.

As per the requirement, I did 1 month training in INDIAN OIL CORPORATION ltd. In Haldia, India. Working in such a big and one of the most reputed sector, no matter for a very small period but its a matter of pride for me. My area of work in the concern was confined to human resource department and luckily I got an opportunity to concentrate on one of my favorite aspect of HR I; e INDUSTRIAL RELATION. So a report on that is being presented in front of you.

ACKNOLEDGEMENTIntention, dedication, concentration and work are very much essential to complete any task. But still it needs lot of support and guidance, co-operation of people to make it successful.

I am very fortunate and have a feeling of gratitude form the core of my heart towards our Dr. Devdas Ganguly, Dean/H.O.D School of management and Social Science, Haldia Institute of Technology. And as because our H.R mentor is Dr. Kaushik Kundu sir prof/project mentor, school of management and social science, Haldia Institute of Technology and he is also assigned for our project. So I am grateful for the proper guideline he has given and the deliberate helping hand and without him it would have been impossible to finish the project. I would like to thanks my internal project guide and the rest of the faculty members. I was as guided under the senior officer of employee relation Mr. Sudipta Mukherjee. I am very much thankful to him for giving me the valuable time and sharpening my knowledge on industrial relation and sharing his knowledge.I was treated as the freshers and they all help me for completion of this project, may without them it was quite impossible for me to complete this project and I have been thought very well about the official work and the most positive and important word Discipline and many more which is going to be help me a lot in future in a great manner and to go to a good position in any well sector.

CONTENTSL.NOPARTICULARPAGE.NO

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12.13.About Indian oil corporationTHEORITICAL FRAMEWORK:-OBJECTIVE OF THE STUDYIntroduction to industrial relationObjectives of IRFactors affecting IRCovering areas of IRAreas:- I. Collective bargaining II. Code of disciplineIII. Industrial disputesIV. Welfare V. Grievance handlingResearch methodologyData collectionData interpretation(Graphical representation & survey question)

Findings & ObservationSuggestion and recommendationCONCLUSIONPage:1-4

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INDIAN OIL CORPORATIONI have got a very fortunate opportunity to do an internship in one of the great renounced oil sector of the country INDIAN OIL CORPORATION in HALDIA. And as my topic was INDUSTRIAL RELATION related to the human resource factors I got the opportunity to work with the HR department of this well settled oil sector. The company situated in the heart of HALDIA. Haldia Refinery, one of the eight operating refineries of INDIAN OIL was commissioned in January 1975. From an original crude oil processing capacity of 2.5 MMTPA, the refinery is now operating at a capacity of 7.5 MMTPA at present. Capacity of the refinery was increased to 2.75 MMTPA through de-bottlenecking in 1989-90, and to 3.75 MMTPA in 1997 with the installation/commissioning of the second Crude Distillation Unit of 1.0 MMTPA capacity. Petroleum products from this refinery are supplied mainly to eastern India through two product pipelines as well as through barges, tank wagons and tank trucks. Products like MS, HSD and Bitumen are exported from this refinery. Haldia Refinery is currently the only coastal refinery of the corporation. Indian Oil nurtures the core values of Care, Innovation, and Passion & Trust across the organization in order to deliver value to its stakeholders. Care Stands for Innovation Stands forPassion Stands for Concern Creativity Commitment Understanding Ability to learn Dedication Co-operation Flexibility Pride Empowerment Change Inspiration Trust Stands for Delivered promises Reliability Dependability Truthfulness Transparency

Page:-1PRODUCT OF THE COMPANYIndian Oil is not only the largest commercial enterprise in the country it is the flagship corporate of the Indian Nation. Besides having a dominant market share, Indian Oil is widely recognized as Indias dominant energy brand and customers perceive Indian Oil as a reliable symbol for high quality products and services.Indian Oil is a heritage and iconic brand at one level and a contemporary, global brand at another level. While quality, reliability and service remains the core benefits to our customers, our stringent checks are built into operating systems, at every level ensuring the trust of over a billion Indians over the last four decades.THE PRODUCTS ARE:- Indane Gas Auto Gas Natural Gas Petrol/Gasoline Diesel/Gas oil ATF/Jet Fuel SERVO lubricants & greases Marine Fuels & Lubricants Kerosene Bulk/Industrial Fuels Bitumen Petrochemicals Special Products

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OBJECTIVES OF THE COMPANY

To serve the national interests in oil and related sectors in accordance and consistent with Government policies.

To ensure maintenance of continuous and smooth supplies of petroleum products by way of crude oil refining.

To create a strong research & development base in refinery processes, product formulations.

To maximize utilization of the existing facilities for improving efficiency and increasing productivity.

To minimize fuel consumption and hydrocarbon loss in refineries and stock loss in marketing operations to effect energy conservation.

To inculcate strong core values among the employees and continuously update skill sets for full exploitation of the new business opportunities.

To develop operational synergies with subsidiaries and joint ventures and continuously engage across the hydrocarbon value chain for the benefit of society at large.

To work towards the achievement of self-sufficiency in the field of oil refining by setting up adequate capacity.

Page:-3CODE OF CUNDUCT This Code of Conduct (hereinafter referred to as the "Code") shall be called "The Code of Conduct for Board Members and Senior Management Personnel" of Indian Oil Corporation Limited (hereinafter referred to as the "Company").

This Code envisages that the Board of Directors of the Company ("Board") and Senior Management Personnel (as hereinafter defined) (collectively referred to as "Officers") must act within the bounds of the authority conferred upon them and with a duty to comply with the requirements of applicable law.

The purpose of this Code is to enhance ethical and transparent process in managing the affairs of the Company, and thus to sustain the trust and confidence reposed in the Officers by the shareholders of the Company. Officers are expected to understand, adhere to, comply with and uphold the provisions of this Code and the standards laid down hereunder in their day-to-day functioning.

The principles prescribed in this Code are general in nature and lay down broad standards of compliance and ethics, as required by Clause 49 of the Listing Agreement with The Stock Exchange of Mumbai and the National Stock Exchange (collectively referred to as "Stock Exchanges"). The Officers should also review other applicable policies and procedures of the Company for specific instructions and guidelines, which are to be read in conjunction with this Code. The Company currently has in place Conduct, Discipline & Appeal Rules, (the "CDA Rules"), which govern the conduct of all employees of the Company including Whole-time Directors but excluding Non-Whole-time Directors. This Code has now been framed specifically in compliance with the provisions of Clause 49 of the Listing Agreement with the Stock Exchanges. In respect of the Companys Whole-time Directors and Senior Management Personnel this Code is to be read in conjunction with the CDA RULES

This Code shall come into force with effect from the 1st day of January 2006.

All Officers should sign the acknowledgment form annexed as Appendix IV hereto and return the form to the Company Secretary indicating that they have received, read, understood and agree to comply with the Code. All Officers shall be required affirm compliance with this Code on an annual basis, within 30 days of close of every financial year to the Company Secretary, in the form annexed hereto as Appendix III.

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OBJECTIVE OF THE PROJECT

As a golden opportunity comes to me I have taken it as my core of interest. And I have completed my internship with successful knowledge gainer. This project is being done for the completion of my M.B.A course which I am pursuing from one of the best institute of Haldia named as HALDIA INSTITUTE OF TECHNOLOGY.I have got the topic for my training from my major subject HUMAN RESOURCE, the topic was INDUSTRIAL RELATION. This project is undertaken in the spotlight of the topic for performing the following objectives. The objective is to identify the factors determining the healthy industrial relation in an establishment. To enquire the perceive importance of the factors of industrial relation at the establishment. To investigate the perceive value of collective bargaining inside the IOCL Haldia plant. To understand and recognize the significance of the code of discipline inside the establishment. To interpret the relevant importance of the factors associate with industrial dispute in-side the industry. To judge and scrutinize the effectiveness of the employee welfare among the employee in the IOCL Haldia plant. To evaluate the advantage and consequence of grievance handling in the industry.

Page:-5INTRODUCTION TO INDUSTRIAL RELATIONIndustrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). As we are also an employee of the company but we have to think from the side of the employer as we are the manager and have to make the thinks done by maintaining a good I.R activity.Now a days all well-established business sectors are giving the Industrial Relation as a very important factor for the growth of the organization.

Concept of Industrial Relations:The term Industrial Relations comprises of two 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 relationships that exist within the industry between the employer and his workmen. The term industrial relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship.

Page:-6OBJECTIVES OF IRThough there are an enormous number of Objectives on Industrial Relation but I have mostly found the important objective that are discussed below, while working with the industrial relation.A. To safeguard the interest of labor and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production.B. To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country.C. To raise productivity to a higher level in an era of full employment by lessening the tendency to high turnover and frequency absenteeism.D. To establish and nurse the growth of an Industrial Democracy based on labor partnership in the sharing of profits and of managerial decisions, so that ban individuals personality may grow its full stature for the benefit of the industry and of the country as well.E. To eliminate, as far as is possible and practicable, strikes, lockouts by providing reasonable wages, improved living and working conditions, said fringe benefits.F. To establish government control of such plants and units as are running at a loss or in which productions has to be regulated in the public interest.G. Improvements in the economic conditions of workers in the existing state of industrial managements and political government.H. Control exercised by the state over industrial undertaking with a view to regulating production and promoting harmonious industrial relations.I. Socializations or rationalization of industries by making the state itself a major employerJ. Vesting of a proprietary interest of the workers in the industries in which they are employed.

Page:-7FACTORS AFFECTING INDUSTRIAL RELATIONSInstitutional factors:- State policy Labour laws voluntary codes Collective bargaining agreement Labour union Employers organizationsEconomic factors:- Type of ownership:-individual, company, kind of company, government source of labour supply labor market, disparity of wages level of unemploymentSocial factors:- Caste, Creed, social values, norms,Technological factors:- Type of technology used Rate of technological changes R&D activities Ability to cope with emerging trendsPsychological factors:- Owners attitude Perception of workforce, workers attitude towards work, Motivation dissatisfactionPolitical factors:-Enterprise-related factors:-Style of management in the enterprises

Page:-8 Its philosophy Value system Extent of competition

Page:-9COVERING AREAS OF IR

Collective bargaining Code of discipline. Industrial disputes.Welfare Grievance handling

Page:-10COLLECTIVE BARGAINING

Collective bargaining involves discussions and negotiations between two groups as to the terms and conditions of employment. It is called collective because both the employer and the employee act as a group rather than as individuals. It is known as bargaining because the method of reaching an agreement involves proposals and counter proposals, offers and counter offers and other negotiations.

Thus collective bargaining includes:-Is a collective process in which representatives of both the management and employees participate.

Is a continuous process which aims at establishing stable relationships between the parties involved.

Not only involves the bargaining agreement, but also involves the implementation of such an agreement.

Attempts in achieving discipline in the industry It a bipartite process. This means there are always two parties involved in the process of collective bargaining. The negotiations generally take place between the employees and the management. It is a form of participation.Collective bargaining is a complementary process i.e. each party needs something that the other party has; labor can increase productivity and management can pay better for their efforts. Collective bargaining tends to improve the relations between workers and the union on the one hand and the employer on the other.In the process of collective bargaining though we are also employee but as we are the manager we have to take it from the point of the employer and judge from that point of view. This includes the Charter of Demand that the trade union gives and through M.O.S we have to settle their wages, allowance etc.

Page:-11CODE OF DISCIPLINETo 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.

The basic objectives of Code of Discipline are to: Maintain peace and order in industry. Promote constructive criticism at all levels of management and employment.

Avoid work stoppage in industry and Secure the settlement of disputes and grievances by a mutually agreed procedure

Avoiding litigations, Facilitate a free growth of trade unions

Eliminate all forms of coercion, intimidation and violations of rules and regulations governing industrial relations.

The Code is based on the following principles:

There should be no strike or lockout without prior notice.

No unilateral action should be taken in connection with any industrial matter.

Employees should follow go slow tactics and no deliberate damage should be caused to a plant or property.

Acts of violations, intimidation and coercion should not be resorted

The existing machinery for the settlement of disputes should be utilized.

Actions that disturb cordial relationships should be avoided

Page:-12Effective Discipline:-Discipline is the key to success. Theodore Roosevelt has said With self-discipline almost everything is possible. Self-discipline makes employee realize what is required at work. Discipline can be positively related to performance. It is the bridge between goals and accomplishments. Effective discipline should be aimed at the behavior, and not at the employee personality. This is because the reason for discipline is to improve performance rather than punishing the employee.Factors necessary for effective disciplinary system include: Training of supervisors is necessary: Supervisors and managers need to be trained on when and how discipline should be used. It is necessary to provide training on counseling skills as these skills are used while dealing with problem employees. Moreover, discipline decisions taken by trained supervisors are considered fair by both employees and managers.

Centralization of discipline: Centralized means that the discipline decisions should be uniform throughout the organization. The greater the uniformity, higher will be the effectiveness of discipline procedure.

Impersonal discipline: Discipline should be handled impersonally. Managers should try to minimize the ill feelings arising out of the decisions by judging the offensive behavior and not by judging the person. Managers should limit their emotional involvement in the disciplinary sessions.

Review discipline decisions: The disciplinary decisions must be reviewed before being implemented. This will ensure uniformity and fairness of the system and will minimize the arbitrariness of the disciplinary system.

Notification of conduct that may result in discipline: Actions that lead to misconduct can be listed and documented so the employees are aware of such actions. This will enable them to claim that they have not been notified, in advance, regarding the same.

Information regarding penalties: The employer should define the penalties and other actions like warnings, reprimands, discharge and dismissal well in advance. All these action plans must be communicated to the employees.

Page:-13INDUSTRIAL DISPUTEAn industrial dispute may be defined as a conflict or difference of opinion between management and workers on the terms of employment. It is a disagreement between an employer and employees' representative; usually a trade union, over pay and other working conditions and can result in industrial actions. When an industrial dispute occurs, both the parties, that is the management and the workmen, try to pressurize each other. The management may resort to lockouts while the workers may resort to strikes, picketing.As per Section 2(k) of Industrial Disputes Act, 1947, an industrial dispute in defined as any dispute or difference between employers and employers, or betweenEmployers and workmen, or between workmen and which is connected with the employment or non-employment or the terms of employment or with the conditions of labor, of any person.Point of views of Industrial Dispute:- This definition includes all the aspects of a dispute. It, not only includes the disagreement between employees and employers, but also emphasizes the difference of opinion between worker and worker. The disputes generally arise on account of poor wage structure or poor working conditions. This disagreement or difference could be on any matter concerning the workers individually or collectively. It must be connected with employment or non-employment or with the conditions of labor.

From the point of view of the employer, an industrial dispute resulting in stoppage of work means a stoppage of production. This results in increase in the average cost of production since fixed expenses continue to be incurred. It also leads to a fall in sales and the rate of turnover, leading to a fall in profits. The employer may also be liable to compensate his customers with whom he may have contracted for regular supply. Apart from the immediate economic effects, loss of prestige and credit, alienation of the labor force, and other non-economic, psychological and social consequences may also arise. Loss due to destruction of property, personal injury and physical intimidation or inconvenience also arises.

For the employee, an industrial dispute entails loss of income. The regular income by way of wages and allowance ceases, and great hardship may be caused to the worker and his family. Employees also suffer from personal injury if they indulge into strikes n picketing; and the psychological and physical consequences of forced idleness. The threat of loss of

Page:-14 Employment in case of failure to settle the dispute advantageously, or the threat of reprisal action by employers also exists.

Prolonged stoppages of work have also an adverse effect on the national productivity, national income. They cause wastage of national resources. Hatred may be generated resulting in political unrest and disrupting amicable social/industrial relations or community attitudes.

Some effective causes:-The causes of industrial disputes can be broadly classified into two categories: economic and non-economic causes. The economic causes will include issues relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments.The non-economic factors will include victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc. Wages and allowances: Since the cost of living index is increasing, workers generally bargain for higher wages to meet the rising cost of living index and to increase their standards of living. In 2002, 21.4% of disputes were caused by demand of higher wages and allowances. This percentage was 20.4% during 2003 and during 2004 increased up to 26.2%. In 2005, wages and allowances accounted for 21.8% of disputes. Personnel and retrenchment: The personnel and retrenchment have also been an important factor which accounted for disputes. During the year 2002, disputes caused by personnel were 14.1% while those caused by retrenchment and layoffs were 2.2% and 0.4% respectively. In 2003, a similar trend could be seen, wherein 11.2% of the disputes were caused by personnel, while 2.4% and 0.6% of disputes were caused by retrenchment and layoffs. In year 2005, only 9.6% of the disputes were caused by personnel, and only 0.4% were caused by retrenchment. Indiscipline and violence: From the given table, it is evident that the number of disputes caused by indiscipline has shown an increasing trend. In 2002, 29.9% of disputes were caused because of indiscipline, which rose up to 36.9% in 2003. Similarly in 2004 and 2005, 40.4% and 41.6% of disputes were caused due to indiscipline respectively. During the year 2003, indiscipline accounted for the highest percentage (36.9%) of the total time-loss of all disputes, followed by cause-groups wage and Bonus: Bonus has always been an important factor in industrial disputes. 6.7% of the disputes were because of bonus in 2002 and 2003 as compared to 3.5% and 3.6% in 2004 and 2005 respectively. Leave and working hours: Leaves and working hours have not been so important causes of industrial disputes. During 2002, 0.5% of the disputes were because of leave and hours of work while this percentage increased to 1% in 2003. During 2004, only 0.4% of the disputes were because of leaves and working hours.

Page:-15EMPLOYEE WELFAREOrganizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non-statutory schemes differ from organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

Drinking Water: At all the working places safe hygienic drinking water should be provided.

Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.Page:-16 Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water.

Page:-17NON STATUTORY SCHEMES:-

Many non-statutory welfare schemes may include the following schemes:

Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up

Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs

Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.

Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

Page:-18GRIVENCE HANDALINGA grievance is a formal expression of dissatisfaction about a work situation usually by an individual employee, but it may sometimes be initiated by a group of employees or a union acting on their behalf. According to.M.J. Jucious A grievance is a complaint expressed in writing or orally on a company related matter.Keith DavisDefines A grievance as any real or imagined feeling of personal injustice which an employee has concerning his employment relationship.Prof. FlippoDefines a grievance in the words, a complaint becomes a grievance when the employee feels that an injustice has been committed.Some causes can create grievances among the employees, this cause sometimes can be created by the management or sometimes not. These causes may be created by the management or by the employees side. Some of the causes of grievance are as follows(1) Unfair Management Practices:If management does not deal with the employees fairly regarding posting, promotion, transfer, training and so on, grievance among human resource may take place. This grievance can lead to other problems affecting productivity and profitability of the organization. (2) Unfair treatment by the Supervisors:Supervisors fair treatment may ensure fulfillment of organization objectives. If supervisors do not treat with employees fairly, they may not devote their sincerity to achieve organization goal and thus they may show grievances.(3) Inconsistence in the disciplinary actions:Proper and indiscriminate disciplinary action can help maintain discipline in the organization where-as inconsistence can create grievance among the peace loving employees. Not only has that inconsistence also created some sort of bad relation between management and employees.

Page:-19(4) A violation of health and safety standards:Health and safety should be maintained properly in the organization. If management shows reluctance to maintain reasonable health and safety standards, employees may protest against these lapses.(5) A violation of normal work procedure:Normal work procedure can ensure discipline in the organization. Employees also want to follow normal work procedure. If the normal work procedure is not followed, the employee may feel the aggrieved.The Principles of Handling Grievance For handling grievances some principles should be followed which are briefly discussed below.(1) Principles of interviewing:The employees who are agreed may be invited to appear before the interview board and asked to clarify their resume for grievances. If they are given proper assurance of taking necessary measures to remove grievances by the following ways-(i) discussion with the employees gathering information about the grievances and.(iii) supplying different types of information.(2) Principles of management attitudes towards employees:Under this principle management should cherish favorable attitude towards employees. This can create a congenial environment for handling grievances. Following this principles a few measures can be adopted-(i) showing interest to agreed employees.(ii) showing do disinterest to the subordinates.(iii) assuming that employees are lodging there grievance honesty(iv) giving reasonable suggestion to solve the problem.(3) Principles of management responsibilities:Under this principle, management should behave responsibly. In this regard they should take every measure which is reasonable and acceptable to the employees. If management behave responsibly, employees come forward to cooperate with the management and accept any reasonable proposal positively for solution. (4) Long run Principles:Grievance problem should be solves for the long term basis. Always measures should not be taken to solve the problem for short term basis. Long term solution of grievances cost less and gain more. For the said purpose following thinks may be taken into considerations-(i)

Long run effects Danger of losing confident Human nature Effects of the past.Page:-20RESEARCH METHODOLOGYAfter going deep through the various aspect of the industrial relation, I have come out with some questions regarding this and to find out the core sites and to relate this with the company in practical sense to get overall knowledge and can provide a bit of suggestion regarding this aspect. And while doing this the best possible way is to make a questionnaire and does go for a survey inside the IOCL with some of the selected employee.Though as we are the trainee over there and doesnt have the permission to access all the area of the company due to the security reasons but still as for my course needed I have somehow manages to meet with several people and collect some relevant data for make an analysis and comes to a decision.The question that arises and the outcome of the survey are discussed further.

I have taken the total sample size of 20 people, having various designation and belongs to various department.And the given question comes to them with five grading options viz.1. Strongly agree, 2. Agree, 3. Satisfactory, 4.dia-agree, 5.strongly dis-agree

DEFINITION of 'Sample'A subset containing the characteristics of a larger population. Samples are used in statistical testing when population sizes are too large for the test to include all possible members or observations. A sample should represent the whole population and not reflect bias toward a specific attribute.

DATA:Data are the unorganized information which I have taken in my survey for evaluating the results.Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the goal of discovering useful information, suggesting conclusions, and supporting decision making.

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DATA COLLECTIONHere are many ways of classifying data.A common classification is based upon who collected the data.Primary data: Data collected by the investigator himself/ herself for a specific purpose.Examples: Data collected by a student for his/her thesis or research project.(In movies) The hero is directly told by the heroine that he is her ideal man.Secondary data: Data collected by someone else for some other purpose (but being utilized by the investigator for another purpose).So, I have collected the primary data for my survey purpose regarding the project by selecting a random sample throughout the employee of the INDIAN OIL CORPORATION LTD.

TECHNIQUE USED: PERSONAL INTERVIEW QUESTIONNAIRES OBSERVATION

Page:-22DATA INTERPRETATIONStarting from the over-all I.R the questioner content the question that deals with every aspect of industrial relation1. The interest of the employee are safeguarded by the management.

While the 1st question starts to view the interest of the employee weather safeguarded by the management which can either create a dispute or grievance among the employee and the analysis gives a view that.

INTERPRETATION:-This graph clearly shows that the 50% of the employee are strongly agree on the performance of the management in keeping the inters of the employee safeguarded which gives a positive effect in maintaining an harmonious relationship, and the rest 33.33% does not going towards a low grading but they are also agree with the fact. And the rest 10% are satisfied where 6.67% are dis-agree.

Page:-232. The management is successful in creating a harmonious relationship in the organization:

INTERPRETATION:-As from the previous analysis it was clear that the management are able to satisfy the interest of the employee which creates the harmonious relationship, but it was just an element of keeping harmonious relationship but when the percentage varies. 40% employee are strongly agree but rest 60% are just agree and through the personal interview process I have found that may management are unable to fulfill all the element which can be responsible for the creation of harmonious relationship, rather they tries to cover up the most .

Page:-243. Is the management practice is unbiased and impartial.

INTERPRETATION:-This graph shows that the employee of INDIAN OIL CORPORATION are happy by their management practice, may in the sense of the deliberation of authorization and all that. The 5% of the employee are strongly agree and the other 60% are agree while observation and interview gives the knowledge that 35% are just satisfied with the fact as because many rules are restricted only for the blue collar employee. But overall as the central government had the hand over the corporation so the management practice is much fair.

Page:-254. The relation between the supervisor and the worker are productive.

INTERPRETATION:-It gives the statistic that while 80% of them are agree with it but 20% are just satisfied.Though many of the supervisors are in contractual basis or not a permanent employee of the company but still they are very experienced, and the company also provide their supervisor adequate training for maintaining a productive relation as they are represented as the company image in front of the worker in most time. And this clearly shows that the 80% of the employee are agree that their supervisors are able to maintain a productive relation with the workers.

Page:-265. The Trade union activities are not restricted by the management.

INTERPRETATION:-Actually the activities of a trade union specially in west Bengal is an very thin and finest thread that if the thread was given a bit pressure the direct outcome can directly observe in the production. So the management is always aware about the fact and have to keep a good relation and dose not interfere in the union activities. But still some of the union employed worker gives a view always that they are interrupted but most of them giving a positive view.

Page:-276. Union maintain that their members will not engage or cause other employee to engage in any union activities during working hours.

INTERPRETATION:-As every union and their responsibility and they have to work according to the boundation so the union of this company also involve some of the management members with them which gives a better knowledge for working together. But keeping in mind the several meeting of the union or the several activities like celebrating the union birthday or some general meeting the members does not get the extra time other than the official hours to sit so in various cases the members are directly or indirectly involve in the union activities so 43.33% of the worker are dis-agree with this fact.

Page:-287. To avoid general harassment proper guidelines and mechanism are there.

INTERPRETATION:-General harassment that have to face by the employee inside the organization are well solved and are strictly taken care by the top level management of the organization itself. In this fact 90% of the employee are agree as because during the observation I had found that a special team of management are there for taking care about the daily interruption or the harassment which can create a huge loss to the organization.

Page:-298. The management decision are trusted and respectfully accepted by other workers.

INTERPRETATION:-The management decision is respectfully accepted by the workers as they respect and love their organization and the organization also looks after them. Though there is no other way without being accept the decision and the organizational workers also know that the organization or actually believe and have faith that the organizational decision is always made in favor of the workers and while making any decision workers are given the prime importance. But no organization can survive without some goals and that should not be in a faulty side.

Page:-30The next question satisfying the objective of collective bargaining.9. The collective bargaining process is very effective and mutually satisfactory by both the union and management.

INTERPRETATION:-The interpretation gives a view that 0% of the employee are strongly agree with the collective bargaining process, but a positive sing we get that 43.33% of employee are agree that the collective bargaining process are effective but the rest 33.34% of employee are just satisfy with the fact and the other 16.67% of the employee just dis agree to the process and says that is not mutually effective.But the observation makes it clear that the 43.33% employee who are agree they are the white collar employee of the high level management and the dis-agreed 16.67% of employee are mostly blue collar employee who actually have perception that the management negotiate to much with the union and in that case many of the facilities or wages are cut off.

Page:-3110. Workers participation in management is energized.

INTERPRETATION:-Workers as a human are the most valuable asset of the organization and breaking the previous narrow concept the involvement of the workers in the management are now taking part as they are also the part of the organization. But still in the other hand due to the question of loyalty and some decision privacy whome are to be involve or in what are to be involved is still a question for the management. And as a result 40% of the lower level workers are dis agree but in the general meeting of the company workers are now a days involved so 30% of the employee agree with this but I personally found that the involved employee are the lower level

Page:-32The questions to code of discipline 11. The supervisors are well aware about when and how the discipline should be used.

INTERPRETATION:-The organization is well aware about the training programme for their employee. And the training cell is well developed according to the need of the organization, this help all the supervisor to be well aware about how and when the discipline should be used. This organization gives monthly training regarding this purpose and the workers are satisfied with the organization regarding this matter.

Page:-3312. The discipline decision are uniform throughout the organization.

INTERPRETATION:-Discipline is one of the major factor to run the organization in a long run and while talking about Indian Oil Corporation this is a huge factor. But this is also a factor that can affect the employee relation or can create dispute inside the organization. And this graph shows that the organization are well develop and maintain their discipline from the top level to the lower but still the blue collar employee as not well known to the discipline that a white collar have to maintain so 10% of them are dis agree that the discipline is equally maintain.

Page:-3413. The number of discipline related incident are not significant in this organization.

INTERPRETATION:-As the organization is huge and many of the news are not exposes in-front of all but still 95% of employee are agree that the issues relating to the discipline are not much significant. And the workers also believe that breaking a regulation is an offence and it can not only harm the organization but also many cases it can harm them, and also the fear of the penalties they have to face in case of making such mistake also help in make such incident insignificant inside the organization.

Page:-3514. The rules and regulation/penalties that have to face in case of breaking any discipline activity, is well communicated to the employee from advance.

INTERPRETATION:-It is not only the factor of the employee relation but also an factor relating with the safety so this organization emphasize the fact that the penalty that should be face in case of breaking a regulation can affect the regulation not to be brake as a human nature if they know what is going to be next they will try to avoid it. But still with the 36.67% agreed workers there are 20% dis agree as the blue collar worker face that the regulation related problem are much less but still happening inside the organization and the rest satisfactory and strongly disagree are 26.66 and 16.67 respectively. This can be avoided if the organization takes part and write some notice on the wall about the penalties they have to face which can be effective.

Page:-36To establish the objective relating with industrial dispute15. There is not significant number of cases of dispute over hare.

INTERPRETATION:-

The people have gave the result as 76.67% are agree while 6.66% are strongly agree and the rest 6.63% are dis agree but 10% of them are just satisfied. One of the most successful sector of this days was IOCL equipped with the best factor or rather the best mechanism to have a control over the dispute. The dispute which is actually a negative felling that rises the conflict in the employee and the management looks well over the factors like poor wages, or suitable working condition which can create the dispute so the employee also agree with the fact that the issues relating to dispute is not much in the organization.And the management also satisfy with the employee performance towards avoiding such disputes.

Page:-3716. Mutual effort are made by both management and union to avoid dispute.

INTERPRETATION:-it shows au that 6.67% are strongly agree but 23.33 % are agree with this while most of them 53.33% are just satisfied and following to dis-agree 16.67%As the previous findings already declare the dispute issues are very less in the organization and the employee are satisfied with the management performance regarding the avoidance of the dispute and the management deliberately tries to solve the acclaimed areas that can give rise to the dispute .but from the side of the management they gives a view of satisfactory as because they think or actually a perception was there that the union have a problem that as much as you give they want more. So , the union is satisfactorily help to avoid the dispute but not strongly.

Page:-38To satisfy the objective that deals with the employee welfare17. The facilities like drinking water, first aid appliances, and canteen facilities are well developed and provided to each employee.

INTERPRETATION:-The facilities of drinking water, first aid, or the canteen are in the welfare scheme or under the industrial dispute act and an organization having 300 or more workers they have to provide the canteen facilities inside the organization and IOCL also looks after the facts they have 2 types of canteen facilities for their employee one is general with the cheapest rates and another one is for the officers. And the employee gives the view that 80% of them are agreed about this. And strongly agreed are 10%, but following to that 3.33% are satisfied and disagreed are 6.67%.The organization also maintain adequate and safe drinking water facility for the employee of all level aqua-guard are available in all the resting places and drinking water zone, placards are maintain showing the routes towards an nearest aqua-guard.

Page:-39

18. The industry looks on the healthy life of the employee and its family.

INTERPRETATION:-The organization have some of the allowance for every employee as to compensate as they are in a long term relationship with the organization. And the IOCL as in a position equal to a central governmental sector they looks not only for their employee but also the whole family as a healthy life can gives a better work force.And while I was there I found that this company runs their own hospital for their members and a monthly check-up is always there for them.And as a result the 65% of the employee are happy with this facility and agree with the fact.

Page:-4019. The organization looks after the education facility of the employee children.

INTERPRETATION:-As a renounced organization of the nation with top level facilities and not only for helping the employee or maintaining a good image but also as due to the responsibility this organization had well develop mechanism to look after the education of the employee. The organization also know to run the business education is a prime most think and they also need it in the upcoming generation, so they provide facilities for their employee they had joined their hands with some school near to their every branch for their employee. In Haldia it is the St. Xaviers School in township.

Page:-4120. The organization undertakes elaborate welfare measures for workers even beyond the statutory one.

INTERPRETATION:-As we all know that there are some of the mandatory welfare schemes by the act of the Govt. that have to be given to the workers by each of the organization ,under the factories act 1948 sec 42- 50 are mentioned about it. But as the workers are in a long run relationship with the organization and they are not just giving the labour but also some of the responsibility that are beyond their regular duties and so as the organization also provide some of the welfare benefits beyond the mandatory one which is help in maintaining a bright relation among the employee. And this graph is the proof of that.

Page:-42The rest question are to satisfy the objective of grievance handling21. The workers over hare have significant grievances.

INTERPRETATION:-An organization working with its more than 3000 employee cant always be free from grievance because of the mentality and perception of human beings are not similar and cant be static also , but still the company have a great control over the grievance of the employee and that is why the workers disagree with fact that they have grievance.

Page:-4322. The management has definite mechanism to know about the grievance regularly.

INTERPRETATION:-As grievance is not a small fact rather it is a big concept that acts as a major factor in the employee relation. Every company should have well developed mechanism for knowing properly the grievance inside the work place to maintain a good and healthy relation with the employee but as we are taking about one of the giant company of our nation and every branch of which itself a huge company so no such mechanism can be develop for knowing the grievance in a regular basis but their grievance are always taken care and the organization gives a greater importance to solve the common factors that can create grievance inside the workers ,So, this graph shows the same view that as there is no such mechanism for knowing the grievance regularly but still there is not much issue regarding the grievance.

Page:-44FINDINGS AND OBSERVATION

Overall IR:- The employees are happy over the presence of free growth of trade union. A healthy and co-operative relationship environment is prevailing inside the organization.Collective bargaining The collective bargaining process is well maintain and mutually satisfied. The employees are very much conscious about their involvement and participation in the management. And wants the mechanism to be improved moreCode of discipline Management decisions and disciplinary actions is always impartial and uniform through-out the organization. The employees are be beneficial as the penalties in case of breaking any discipline are well informedIndustrial dispute Mutually effort was given satisfied by the management and the union to avoid such dispute and establishing growth.Employee welfare Employees are satisfied with the given non-statutory scheme of employee welfare. The organization is trying to provide a quality work life maintaining not only for the employees but also of their families

Page:-45SUGGESTION & RECOMMENDATION

Observation gives a view that the high authority and power exertion is too much which so and internal tension lying over there. More measures should be taken for avoiding inter-departmental communication gap. As it is an essential to have interdepartmental relations. Particular training programme should be given for using the disciplinary power at right time and right place. The employee are to be specialized and maintain so that they can cope-up with the rational upcoming technology changes. Management must adapt certain measures for developing the casual canteen of the workers. More safety measures should be taken for preventing any road accidental aspects inside the industry.

Page:-46ConclusionIt has been increasingly realized that the industrial system has brought about a number of complexities which have rendered the management of people in an organization more difficult and complicated than man power management in earlier and simpler societies because free, mobile men and women in modern societies whose complex and ever changing problems for their managers and employers. Therefore, todays industrial societies have developed a distinct system of management based upon the experience of over 300 years. Modern industrial relations represent a blending of older systems with innovation introduced as society has changed through the ages. Some features of early system even now persist, while other features are the result of industrial revolution and, therefore, represent sharp breaks with traditional, creating Challenging problems for the management for many of them may be opposed by the workers.The employment relationships are not static but dynamic

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