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  • 1. CHAPTER - IV TABLE 4.1 AGE OF THE RESPONDENTSS. No. AGE NO. OF RESPONDENTS PERCENTAGE 1 20-30 19 38 2 30-40 28 56 3 40-50 3 6 TOTAL 50 100Source: Primary DataINFERENCE: From Table 4.0, it is inferred that 56% are the respondents underthe age group of 30-40 years. About 38% are the respondents under the age group to20-30 years. Then 6% of respondents are under the age group of 40-50 years. And then norespondents are under the age groups of Below 20 and above 50 years. AGE OF THE RESPONDENTSTABLE 4.2 MARITAL STATUS OF THE RESPONDENTS 24
  • 2. S. No. MARITAL STATUS NO. OF PERCENTAGE RESPONDENTS 1 Married 46 92 2 Unmarried 4 8 TOTAL 50 100Source: Primary DataINFERENCE: From Table 4.1, it is clear that 92% of the respondent’s marital status ismarried and remaining 8% of the respondents are unmarried. MARITAL STATUS OF THE RESPONDENTS TABLE 4.3 EDUCATIONAL LEVEL OF THE RESPONDENTS S. NO. EDUCATION NO. OF RESPONDENTS PERCENTAGE 25
  • 3. 1 SSLC 5 10 2 HSC 12 24 3 UG 23 46 4 PG 10 20 TOTAL 50 100Source: Primary DataINFERENCE: From Table 4.2, it is clear that 46% of the respondent’s educationallevel is UG, 24% of the respondent’s educational level is HSC, 20% of the respondent’seducational level is PG and 10% of the respondent’s educational level is SSLC. EDUCATIONAL LEVEL OF THE RESPONDENTS 26
  • 4. TABLE 4.4 EXPERIENCE OF THE RESPONDENTS S. NO. EXPERIENCE NO. OF PERCENTAGE RESPONDENTS 1 Below 1year - - 2 1-10 24 48 3 10-20 18 36 4 20-30 6 12 5 above 30 2 4 TOTAL 50 100Source: Primary DataINFERENCE: From table 4.3, it shows that the 48% of the workman’s have 1-10years experience, 36% of the respondent’s have 10-20 years experience, 12% of therespondent’s have 20-30 years experiences, 4% of them have above 30 years experienceand no respondent’s of the experience below 1 years in the same company. EXPERIENCE OF THE RESPONDENTS TABLE 4.5 INCOME LEVEL OF THE RESPONDENTS 27
  • 5. S. NO. INCOME LEVEL NO. OF PERCENTAGE RESPONDENTS 1 Below 5000 9 18 2 5000 - 10,000 17 34 3 10,000 - 20,000 20 40 4 20,000 - 30,000 4 8 5 Above 30,000 - - TOTAL 50 100Source: Primary DataINFERENCE: From table 4.4, it is inferred that 40% of the respondent’s incomelevel is 10,000 - 20,000. About 34% of the respondent’s income level is 5000 - 10,000.Then 18% of the respondent’s income level is below 5000 and 8% of the respondent’sincome level is 20,000 - 30,000 and nobody’s income level is above 30,000. INCOME LEVEL OF THE RESPONDENTS 20 20 18 17 16 14 12 10 9 8 6 4 4 R N d n p o s e t f . 2 0 0 Income level Below 5000 5000-10000 10000-20000 20000-30000 Above 30000 TABLE 4.6 RESPONDENTS VIEW ABOUT LABOUR WELFARE MEASURES S. NO. RESPONDENTS VALUE NO. OF WX OPINION (X) RESPONDENTS 28
  • 6. (W) 1 Strongly agree 5 43 215 2 Agree 4 7 28 3 Neutral 3 - - 4 Disagree 2 - - 5 Strongly disagree 1 - - TOTAL ∑W=50 ∑WX=243 Weighted average = ∑WX/∑W = 234/50 = 4.9 = 5Source: Primary DataINFERENCE: From table 4.5, out of 50 respondents’ it is inferred throughweighted average that the respondents strongly agree the statement “Labour welfaremeasures adopted by the management is satisfied”.RESPONDENTS VIEW ABOUT LABOUR WELFARE MEASURES TABLE 4.7 RESPONDENTS VIEW ABOUT LABOUR - MANAGEMENT RELATIONSHIPS. NO. RESPONDENTS VALUE NO. OF WX OPINION (X) RESPONDENTS(W) 29
  • 7. 1 Strongly agree 5 31 155 2 Agree 4 17 68 3 Neutral 3 2 6 4 Disagree 2 - - 5 Strongly disagree 1 - - TOTAL ∑W=50 ∑WX=229 Weighted average = ∑WX/∑W = 229/50 = 4.4Source: Primary DataINFERENCE: From table 4.6 out of 50 respondents it is inferred throughweighted average that the respondents agree the statement “The relationship betweenManagement & labour is good”.RESPONDENTS VIEW ABOUT LABOUR - MANAGEMENT RELATIONSHIP TABLE 4.8 RESPONDENTS VIEW ABOUT TRADE UNIONS RECOGNITION S. RESPONDENTS VALUE NO. OF WX NO. OPINION (X) RESPONDENTS (W) 1 Strongly agree 5 30 150 2 Agree 4 17 68 3 Neutral 3 3 9 4 Disagree 2 - - 30
  • 8. 5 Strongly disagree 1 - - TOTAL ∑W=50 ∑WX=227 Weighted average = ∑WX/∑W = 227/50 = 4.6 = 5Source: Primary DataINFERENCE: From table 4.7 out of 50 respondent’s it is inferred throughweighted average that the respondents strongly agree the statement “Trade unions areproperly communicated by the Management in all matters related to industrial Relations”.RESPONDENTS VIEW ABOUT TRADE UNIONS RECOGNITION TABLE 4.9 RESPONDENTS VIEW ABOUT WAGE AND SALARY ADMINISTRATION SYSTEMS. NO RESPONSE VALUE NO. OF RESPONDENTS WX (X) (W) 1 Strongly agree 5 33 165 2 Agree 4 17 68 3 Neutral 3 - - 4 Disagree 2 - - 5 Strongly Disagree 1 - - TOTAL ∑W=50 ∑WX=233 31
  • 9. Weighed Average = ∑WX/∑W = 233/50 = 4.6 = 5Source: Primary DataINFERENCE: From table 4.8 out of 50 respondents, it is inferred throughweighted average that the respondents strongly agree the statement “Wage and salaryadministration system is satisfactory”.RESPONDENTS VIEW ABOUT WAGE AND SALARY ADMINISTRATION 35 33 30 25 20 17 15 10 R N d n p o s e t f . 5 0 0 0 0 Response Strongly Agree Agree Neither agree nor disagree Disagree Strongly discharge TABLE 4.10 RESPONDENTS VIEW ABOUT TRAINING & DEVELOPMENT ACTIVITIESS. NO. REPONDENTS VALUE (X) NO. OF PERCENTAGE OPINION RESPONDENTS(W) (WX) 1 Strongly Agree 5 35 175 2 Agree 4 14 56 3 Neutral 3 1 3 4 Disagree 2 - - 5 Strongly Disagree 1 - - TOTAL ∑W=50 ∑WX=234 Weighted Average = ∑WX/∑W = 234/50 = 4.6 = 5Source: Primary Data 32
  • 10. INFERENCE: From table 4.9 out of 50 respondents it is inferred through weighted average thatthe respondents strongly agree the statement, “Training & development activities insidethe company are effective”. RESPONDENTS VIEW ABOUT TRAINING & DEVELOPMENT ACTIVITIES TABLE 4. 11 RESPONDENTS VIEW ABOUT STATUTORY RULES AND REGULATIONSS. NO. RESPONDENTS VALUE NO. OF RESPONDENTS WX OPINION (X) (W) 1 Strongly agree 5 24 120 2 Agree 4 4 16 3 Neutral 3 20 60 4 Disagree 2 2 4 5 Strongly disagree 1 - - TOTAL ∑W=50 ∑WX=200 Weighted Average = ∑WX/∑W = 200/50 = 4Source: Primary DataINFERENCE: 33
  • 11. From Table 4.10 out of 50 respondents it is inferred through weighted average thatthe respondents accept the statement, “Statutory rules & regulations imposed by theGovernmental agencies are affected the employee-employer relationship”. RESPONDENTS VIEW ABOUT STATUTORY RULES AND REGULATIONS TABLE 4. 12 RESPONDENTS OPINION ABOUT PERSONNEL DEPARTMENT COMMUNICATION EFFECTIVENESS S. NO. RESPONSE NO. OF PERCENTAGE RESPONDENTS 1 Yes 27 54 2 Sometimes 23 46 3 No - - Total 50 100Source: Primary DataINFERENCE: From table 4.11, it is inferred that 54% of the respondent’s opinionthat personnel departments are effective in communication and 46% of the respondent’s 34
  • 12. opinion that personnel departments are not so very effective in communication and thereis no respondent’s opinion about the personnel department is effective in communication. RESPONDENTS OPINION ABOUT PERSONNEL DEPARTMENT COMMUNICATION EFFECTIVENESS TABLE 4.13 RESPONDENTS VIEW ABOUT FIRE FIGHTING ROLES. NO. RESPONSE NO. OF RESPONDENTS PERCENTAGE 1 Proactive 32 64 2 Post active 14 28 3 Reactive 4 8 4 Indecisive - - TOTAL 50 100Source: Primary DataINFERENCE: From table 4.12, it is inferred that 64% of the respondent’s ratedthe problem solving of personnel & administration department is pro-active. Then 28% ofthe respondent’s rated the problem solving of personnel & administration departments arepost-active. And only 8% of the respondent’s rated the problem solving of personnel &administration departments are re-active. And there is no respondents rated the problemsolving is in-decisive. 35
  • 13. RESPONDENTS VIEW ABOUT FIRE FIGHTING ROLE TABLE 4.14 OVER FELT OF DEFICIENCY ON THE PART OF PERSONNEL DEPARTMENT TO PERFORM FIRE-FIGHTING ROLES. NO. RESPONSE NO. OF RESPONDENTS PERCENTAGE 1 Yes 31 62 2 No 19 38 TOTAL 50 100Source: Primary DataINFERENCE: From table 4.13, it is inferred that 62% of respondents are over feltof deficiency on the part of personnel department to perform fire-fighting role. And 38%of the respondents are not over felt of deficiency on the part of personnel department toperform fire-fighting role. 36
  • 14. OVER FELT OF DEFICIENCY ON THE PART OF PERSONNELDEPARTMENT TO PERFORM FIRE-FIGHTING ROLE TABLE 4.15 THE ROLE OF PERSONNEL DEPARTMENT IN DISCHARGING ADVISORY FUNCTION S. ADVISORY FUNCTION NO. OF PERCENTAGENO. RESPONDENTS 1 very efficient in giving expert 41 82 advice to the management 2 very efficient in giving expert 6 12 advice to the labour alone 3 very efficient in giving expert 3 6 advice to the management and labour only TOTAL 50 100Source: Primary Data 37
  • 15. INFERENCE: From table 4.14, it is inferred that 82% of the respondents ratedthat the role of personnel department in discharging advisory function is very efficient ingiving expert advice to the management, 12% of the respondents are advice to the labouralone and 3% of the respondents are advice to the management and labour only. THE ROLE OF PERSONNEL DEPARTMENT IN DISCHARGING ADVISORY FUNCTION 50 40 Management only 30 Labour only 20 management & Labour only 10 N R o d n p e 0 s t f . Advisory Function TABLE 4.16 RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OF PERSONNEL DEPARTMENT TO PERFORM BARGAINING ROLES. NO. BARGAINING ROLE NO. OF PERCENTAGE RESPONDENTS 1 Yes 26 52 2 No 24 48 TOTAL 50 100Source: Primary DataINFERENCE: From Table 4.15, it is inferred that 52% of the respondents are everfelt any deficiency on the part of personnel department to perform bargaining role and48% of the respondent’s are felt any deficiency on the part of personnel department toperform bargaining role.RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OFPERSONNEL DEPARTMENT TO PERFORM BARGAINING ROLE 38
  • 16. TABLE 4.17 RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OF PERSONNEL DEPARTMENT TO PERFORM HUMAN RELATIONS ROLE S. NO. HUMAN RELATION NO. OF PERCENTAGE ROLE RESPONDENTS 1 Yes 27 54 2 No 23 46 TOTAL 50 100Source: Primary DataINFERENCE: From table 4.16, it is inferred that 54% of the respondents are everfelt any deficiency on the part of personnel department to perform human relations roleand 46% of the respondent’s are felt any deficiency on the part of personnel departmentto perform human relations role.RESPONDENTS OPINION ABOUT THE DEFICIENCY ON THE PART OFPERSONNEL DEPARTMENT TO PERFORM HUMAN RELATIONS ROLE 39
  • 17. TABLE 4.18 RESPONDENTS OPINION REGARDING THE USEFULNESS OF EXISTING BARGAINING SYSTEM IN IMPROVING HEALTHY LABOUR – MANAGEMENT RELATIONSS. NO. RESPONDENTS OPINION VALUE NO. OF WX (X) RESPONDEN TS (W) 1 Highly effective 5 35 175 2 Effective 4 6 24 3 Effective to some extent 3 2 6 4 Less effective 2 1 2 5 Very less effective 1 6 6 TOTAL ∑W= 50 ∑WX = 213 Weighted average =∑WX/∑W = 213/50 = 4.3 = 4Source: Primary DataINFERENCE: From Table 4.17, it is inferred through weighted average that therespondent’s opinion regarding the useful ness of existing bargaining system in improving healthy Labour – Management Relations is effective. RESPONDENTS OPINION REGARDING THE USEFULNESS OF EXISTING BARGAINING SYSTEM IN IMPROVING HEALTHY LABOUR – MANAGEMENT RELATIONS 40
  • 18. 35 30 Highly effective 25 20 Effective 15 Effective to some extent 10 Less effective 5 Very less effective 0 N R o d n p e s t f . Respondents opinion TABLE 4.19WAYS IN WHICH PREVALENT TRAINING SYSTEM HELPS IN IMPROVING LABOUR – MANAGEMENT RELATIONSS. RESPONDENTS OPINION NO. OF PERCENTAGENO. RESPONDENTS 1 Change in the attitude of 34 68 management 2 Change in the attitude of labour 11 22 3 Ensuring teamwork culture 4 8 4 Better appreciation of organization 1 2 realities TOTAL 50 100Source: Primary DataINFERENCE: From table 4.18, it is inferred that 68% of the respondent’s way in whichprevalent training system helps in improving labour – management relations are throughchange in the attitude of management, 22% of the respondents opinion are throughchange in the attitude of labour, 8% of the respondents opinion are ensuring team workculture and 2% of the respondents opinion are through better appreciation of organizationrealities.WAYS IN WHICH PREVALENT TRAINING SYSTEM HELPS IN IMPROVING LABOUR – MANAGEMENT RELATIONS 41
  • 19. TABLE 4.20 RESPONDENTS OPINION REGARDING THE ROLE OF TRAINING IN IMPROVING LABOUR – MANAGEMENT RELATIONSS. NO. RESPONDENTS OPINION NO. OF PERCENTAGE RESPONDENTS 1 Highly effective 44 88 2 Effective to some extent 6 12 3 Less effective - - TOTAL 50 100Source: Primary DataINFERENCE: From table 4.19, it is inferred that 88% of the respondent’s opinionregarding the role of training in improving labour – management relations are highlyeffective, 12% of the respondent’s opinion are effective to some extent and norespondent’s opinion is less effective. RESPONDENTS OPINION REGARDING THE ROLE OF TRAINING IN IMPROVING LABOUR – MANAGEMENT RELATIONS 42
  • 20. TABLE 4. 21 RESPONDENTS OPINION ABOUT THE OBSERVATION OF TRAINING LIMITATION S. NO. RESPONSE NO. OF RESPONDENTS PERCENTAGE 1 Yes 28 56 2 No 22 44 TOTAL 50 100Source: Primary DataINFERENCE: From table 4.20, it is inferred that 56% of the respondent’s areobserve limitation in training and 44% of the respondents are not observe limitation intraining.RESPONDENTS OPINION ABOUT THE OBSERVATION OF TRAININGLIMITATION 43
  • 21. 44