Welfare of Employees and Steel Organization...

Welfare of Employees and Steel Organization Employees are essential for the production in a steel organization. They deserve to be treated with respect and to be provided with proper welfare facilities and incentives. Employees’ welfare refers to those measures of the organization which aim at promoting the physical, psychological, and general wellbeing of the employees. The basic aim of welfare measures is to improve the living and working conditions of the employees along with their families. Normally employees’ families are included when welfare measures are taken by the organization since the employees’ wellbeing cannot be achieved in isolation from their family. The employees’ welfare measures include some or all of the amenities provided in or near the organization and related to the working and living conditions. The employees’ welfare measures have the following objectives (Fig 1). To provide better life and health to the employees To make the employees happy and satisfied To relieve the employees from work fatigue To improve the intellectual, cultural and material conditions of the employees Fig 1 Objectives of the employees’ welfare measures Welfare measures improve employees’ worth and boost their self-esteem, morale, financial status and act as, a sort of motivation to drive the employees to have more passion for their job and thus increase their productivity. Welfare measures are what the steel organization management is expected to pursue as it look beyond instant profit making for enduring sustainable performance of the organization in perpetuity. Lack or inadequate welfare facilities and other incentives lead to poor motivation of the employees. This greatly affects their performance as well as the performance of the organization. Hence, there is need for the management to provide the employees’ welfare facilities and other incentives in the organization so that the employees, management, and...

Trade Unions and their Role in a Steel Plant...

Trade Unions and their Role in a Steel Plant Trade unions are independent, membership-based establishments of the employees that represent and negotiate on their behalf. They function in the organization with their presence registered with the management. They give advice when their members have problems at work, represent members in discussions with the management, and help improve wages and working conditions through negotiations.  Trade unions also make sure that the statutory requirements are met. Other functions carried out by trade unions are to arrange education and learning opportunities for the employees, promote equal opportunities at work, fight against discrimination and help to ensure a healthy and safe working environment. Many unions also provide services for their members, such as welfare benefits, personal legal help and financial services. Trade unions function on the principle that if all the employees speak with the same voice, their concerns are more likely to be addressed. This involves union members in the same workplace getting together to talk about common problems, democratically taking collective decisions on workplace issues, and putting these views to the management. It can be very difficult for employees to speak individually to the management about workplace problems and to resolve their difficulty individually even assuming that they have the confidence to raise the issue. Individual members usually elect someone to speak on their behalf (a shop representative) and to discuss their concerns with management, whereas the trade unions normally have regular formal discussions. These negotiations are referred to as ‘collective bargaining’. Trade unions are financed through the individual contributions of their members. They continually seek to recruit members (encouraging new members to join by ‘organizing’) and to build an active membership, as this give unions stronger bargaining power in negotiations with the management. Trade unions...

Personnel Management in a Steel Plant...

Personnel Management in a Steel Plant Personnel management in a steel plant is concerned with obtaining, organizing, utilizing and motivating the human resources needed by the steel plant. It develops requisite organizational climate and management styles to promote effective effort of cooperation and trust amongst all the employees of the steel plant. It aims at getting effective results by organizing and directing the co-operative efforts of human beings. This also helps the organization in meeting its legal obligations and social responsibilities. Personnel management is an extension of the general management in the organization. It is concerned with promoting and stimulating competent work force so that they can make their fullest contribution to the organization for the achievement of its objectives and goals.  It exists to advise and assist the top management and the line managers regarding personnel matters. Hence personnel department functions basically as the staff department of the organization. Definition and roles of personnel management Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.  The following are the definitions of personnel management as given by the management experts. “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.” – Flippo “Personnel management is that part which is primarily concerned with human resource of organization.” – Brech The main features of the roles of the personnel management (Fig 1) as it is applicable today were in place by the end of the 1970s and are summed up by Cannel (2004) as follows. The collective bargaining role – It is centred on the dealing with trades unions and the...

Industrial Relations

Industrial Relations The term of industrial relations (IR) covers the relationship of employees with the management and the organization and also with each other. Industrial relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with an organization’s business objectives, as also with resolving disputes between and among management and employees. Traditionally, the term industrial relations is used to cover such aspects of industrial life as trade union activities, collective bargaining, employees participation in management, discipline and grievance handling, industrial disputes and interpretation of labor laws and rules and code of conduct. It includes the processes of analyzing the employer-employee relationship, ensuring that relations with employees comply with applicable central and local laws and regulations, and resolving workplace disputes. The practice of counseling, disciplining and terminating employees falls within the domain of this discipline. In the words of Lester, “Industrial relations involve attempts at arriving at solutions between the conflicting objectives and values; between the profit motive and social gain; between discipline and freedom, between authority and industrial democracy; between bargaining and co-operation; and between conflicting interests of the individual, the group and the community.” Industrial relations differs from traditional human resource management since it focus on the collective aspect of relations such as labour laws, collective bargaining, the right to strike and trade union activities etc. In short, IR consists of management of collective relations between employers and the employees. Collective bargaining is a process through which employee issues are settled through mutual discussions and negotiations through give and take approach. If the issues are not settled through collective bargaining they should be referred to voluntary arbitration but not to adjudication in order to maintain congenial relations. The three main participants in the industrial relations activities are employer’s management, employees and...