EMPLPYMENT DETAILAS

Total Employed – 300

Senior Managements-5%
Middle Management-7%
Supervisors-7%
Skilled and unskilled Workers-70%
Other Staff- 11%
INDUSTRIAL RELATION OF RSBTIL

IR DEPARTMENT OF THE COMPANY

As shown in the employment structure an

effective Department is in operation since the
inception of the plant. Very effective and
competitive professional were hired by the
company for healthy Industrial relation of the
company. The staff employed in the industrial
relations department very much aware their
limitations within which they have to function.
The industrial relations director of the Company
has several assistants who help him to perform
his functions effectively, and he usually reports
directly to the CEO of the board of directors of
an organization.
 CEO
CEO

IRIR DEPTT
DEPTT

SR GM

MANAGERS

STAFFS
Key Responsibilities of IR DEPARTMENT

1- To keep the smooth relations with All

Employee

2- Take the regular meeting of the Works

committee

3- Negotiations while Agreement.

4- To keep industrial Disciplines:

5- Issue the letters to late coming, absenteeism,

suspension etc.

6-To handle legal issues.

OBJECTIVES OF THE IR DEPPT OF THE
INDUSTRY

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 raises 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 and gheraos 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 employer

J. Vesting of a proprietary interest of the

workers in the industries in which they are
employed.
THE FUNCTIONS OF THE INDUSTRIAL
RELATIONS STAFFS ARE –

1. Administration,including,overall
oganization, supervision and co-ordination
of industrial relations policies and programs.

2. Liaison with outside groups and personnel

departments as well as with various cadres
of the management staff.
3. The drafting of regulations, rules, laws or
orders and their construction and
interpretation.

4. Position classification, including overall

direction of job analysis, salary and wage
administration, wage survey and pay
schedules.

5. Recruitment and employment of workers

and other staff.

6. Employment testing, including intelligence

tests, mechanical aptitude tests and
achievement tests.

7. Placement, including induction and

assignment.
8. Training of apprentices, production
workers, foremen and executives.

9. Employee counseling on all types of

personnel problems-educational, vocational,
health or behavior problems.

10. Medical and health services.

11. Safety services, including first aid

training.

12. Group activities, including group health

insurance, housing, cafeteria programs and
social clubs.

13. Suggestion plans and their uses in labor,

management and production committees.

14. Employee relations, specially collective

bargaining with representatives and settling
grievances.

15. Public relations.

16. Research in occupational trends and

employee attitudes, and analysis of labor
turnover.
17. Employee records for all purposes.

18. Control of operation surveys, fiscal

research and analysis.

19. Benefit, retirement and pension

programs.
The main aspect of Industrial Relations of the
Company are :-

i. Labor Relations, i.e. relations between union

and management.
ii. Employer-employees relations, i.e. relations
between management and employees.

iii. Group relations, i.e. relations between

various groups of workmen.

iv. Community or Public relations, i.e. relations

between industry and society.

v. Promotions and development of healthy

labor-managements relations.

vi. Maintenance of industrial peace and

avoidance of industrial strife

vii. Development of true industrial Democracy.

IR TRAINING PROGRAM

In order to improve the efficacy of the employee

and improvement IR of the company, the IR
official are being imparted training program
which include case study of various Industrial
disputes of companies across the world such as
most of the adverse unrests were witnessed in
the manufacturing, textile and automobile and
auto auxiliary industries during 2008-11 and
names involved — Hyundai, Noida, Nokia,
mentioning is the calamitous case of Maruti
Suzuki India Ltd., Manesar Plant the Automobile
manufacturing company
Interactive Training on Industrial Relation
HEALTH AND SAFETY OF EMPLOYEE

Company adequate steps to avoid industrial

accidents and manmade disaster in the Industry.
To avoid any injuries due to industrial accidents
every employee are provided with helmets,
aprons and safety belts etc. Safety programs are
being imparted to all employees how to avoid
manmade accidents and disaster caused due to
negligence and ignorance. Training on how to
mitigate industrial hazards cause due to natural
disaster also been provided to all employee of
the company. Mock drill has also been conducted
time to time to enable the employees for their
quick response towards Accidental hazards.
Company has also established a Health Centre
near the plant to provide the first aid treatment
incase any emergency. To ensure better health
of the employee, all employees underwent
regular checkup conducted by the specialist
once in every six months.
 RSB Health Center at Mania

A Safety week is also observed every year to

spread the safety awareness among the
employees. Pictorial glimpses of Safety week
coverage of plant at Mania

Safety Oath
Mock Drills
HEALTH INSURANCE AND ESI

Every workers of the company is provided with

health insurance and ESI as per mandatory
norms laid by Govt of India.

Interactive ESI awareness by officers of ESI

WORKERS RECORD

The IR deptt of the company keeps the details of

every employee including personal and family
details, past job experiences, health report etc.

DIALOGUE WITH THE WORKERS COMMITTEE

As to strengthen the relationship between the IR

Dept. with the workers and to win the trust of
worker, meeting between IR Officials with
workers held every month in the plant premises.
It’s not only helps to understand the workers
psychology but also to sensitise them about
management ideas and thought to bring in
changes to improve the better working
conditions.
EMPLOYEE COUNCSELLING

IR Department of RSBMTL also counsel

employees time to time on all types of personnel
problems-educational, vocational, health or
behavior problems. The Department tries their
best to fix the above related problems of the
employee. Company has also constituted a
Grievance Cell whose members comprise IR
Staffs and functional heads of all Departments.
EMPLYOEE RECOGNITION

As part of IR policy, the company acknowledges

an individual or team's behavior, effort and
accomplishments that support the organization's
goals and values.

Employee recognition is important because it:

Let’s employees know that their work is

valued and appreciated
Gives employees a sense of ownership and
belonging in their place of work
Improves morale
Enhances loyalty
Helps build a supportive work environment
Increases employee motivation
Improves employee retention
Company's Guidelines for employee recognition
Employee recognition is a common practice in
RSBTL. For the greatest effect, incorporate
recognition as a normal aspect of day-to-day
life in its workplace.

Employees in the company are recognized for

both individual and group achievements. When
recognizing a group of individuals, it is important
for each person to be distinguished for their own
contribution. Group recognition contributes to
team building and informs the group that
together, they are valuable to the organization.

AWARDS

Based on the individual performance, sincerity

and dedication towards the company, Company
conferred the best employee award to employee
of the month.
EMPLOYEE IDENTITY

As a part of company IR policy every employee

of the company is provided an Identity card
with Biometric Chip. Entry and exit in plant of
the Individual is recorded in the server. The
Biometric card features the personal details of
the employee such as Name, Photo and Blood
Group etc.
COMPLIANCES TO STATUTORY NORMS

Company adheres to the all statutory norms laid

by Govt of India and Govt of Odisha in relation to
the Lobour wages, Safety, welfare and health
etc.

OUTCOMES OF BETTER INDUSTRIAL

RELATION

The healthy industrial relations are keys to our

progress. Their significance may be discussed
as under -
1. Uninterrupted production – The healthy
industrial relations ensures continuity of
production. This means, continuous employment
for all from manager to workers. The resources
are fully utilized, resulting in the maximum
possible production.
2. Reduction in Industrial Disputes – Good
industrial relation helps us to reduce the
industrial disputes in the company. Disputes are
reflections of the failure of basic human urges or
motivations to secure adequate satisfaction or
expression which are fully cured by good
industrial relations. Strikes, lockouts, go-slow
tactics, gherao and grievances are some of the
reflections of industrial unrest which do not
spring up in an atmosphere of industrial peace. It
helps promoting co-operation and increasing
production.

3. High morale – Good industrial relations

improve the morale of the employees in the
employee. Employees work with great zeal with
the feeling in mind that the interest of employer
and employees is one and the same, i.e. to
increase production. Every worker feels that he
is a co-owner of the gains of industry.

5. New Programs – New programs for workers

development are introduced in an atmosphere of
peace such as training facilities, labor welfare
facilities etc. It increases the efficiency of
workers resulting in higher and better production
at lower costs.
6. Reduced Wastage – it helps increase our Plant
production. Wastages of man, material and
machines are reduced to the minimum due to
better cooperation and recognition of each other.

SUMMARY

It is evident that good industrial relation is the

basis of higher production with minimum cost
and higher profits. It also results in increased
efficiency of workers. New and new projects
may be introduced for the welfare of the
workers and to promote the morale of the people
at work.

An economy organized for planned production

and distribution, aiming at the realization of
social justice and welfare of the massage can
function effectively only in an atmosphere of
industrial peace. If the twin objectives of rapid
national development and increased social
justice are to be achieved, there must be
harmonious relationship between management
and labor