2. Priyankasahu
Contents
• Employee Welfare:
Introduction
Types of welfare facilities
Statutory provision of India
• Employee Grievances:
Employee grievance procedure
Grievances Management In Indian Industry
• Discipline :
Meaning
Approaches to discipline
Essential of a good disciplinary system
Managing difficult employees
3. Priyankasahu
Meaning And Definition Of
Employee Welfare
Employee welfare means “the efforts to
make life worth living for workmen.
According to Todd “Employee welfare means
anything done for the comfort and
improvement, intellectual or social, of the
employees over and above the wages paid
which is not a necessity of the industry
4. Priyankasahu
Features of Employee Welfare
• Employee welfare is a comprehensive term
including various services, facilities and amenities
provided to employees for their betterment.
• The basic purpose in to improve the lot of the
working class.
• Employee welfare is a dynamic concept.
• Employee welfare measures are also known as
fringe benefits and services.
• Welfare measures may be both voluntary and
statutory
5. Priyankasahu
Objectives of Employee Welfare
• It improves the loyalty and morale of the
employees.
• It reduces labour turnover and absenteeism.
• Welfare measures help to improve the
goodwill and public image of the enterprise.
• It helps to improve industrial relations and
industrial peace.
• It helps to improve employee productivity
6. Priyankasahu
Agencies of Employee Welfare
• Central government: - The central government has
made elaborate provisions for the health, safety and welfare
under Factories Act 1948, and Mines Act 1952. These acts
provide for canteens, crèches, rest rooms, shelters etc.
• State government: - Government in different states and
Union Territories provide welfare facilities to workers. State
government prescribes rules for the welfare of the workers
and ensures compliance with the provisions under various
labor laws.
7. Priyankasahu
Agencies of Employee Welfare
• Employers: - Employers in India in general looked
upon welfare work as fruitless and barren though some
of them indeed had done pioneering work.
E.g.:- HMT, TISCO, L&T etc
• Trade unions: - In India, trade unions have done little
for the welfare of workers. But few sound and strong
unions have been the pioneering in this respect. E.g.
the Ahmedabad textiles labour association and the
Mazdoor sabha, Kanpur.
• Other agencies: - Some philanthropic, charitable d
social service organizations like: - Seva Sadan society,
Y.M.C.A., etc
8. Priyankasahu
Types of Employee Welfare
Intramural: - These are provided within the organization
like:- 1. Canteen,
2. Rest rooms,
3. Crèches,
4. Uniform etc.
Extramural: - These are provided outside the organization,
like:- 1. Housing,
2. Education,
3. Child welfare,
4. Leave travel facilities,
5. Interest free loans,
6. Workers cooperative stores,
7. Vocational guidance etc.
9. Priyankasahu
Types of Employee Welfare
• Statutory welfare work – comprising the legal
provisions in various pieces of labour legislation.
• Voluntary welfare work - includes those activities
which are undertaken by employers for their voluntary
work. Different ways of Social Security Provision in
India
1. Social Insurance- common fund is established with
periodical contribution from workers out of which all
benefits in terms of cash or kind are paid. The
employers & state prove major portion of finances.
Benefits such as PF, Group Insurance etc are offered.
2. Social Assistance- Benefits are offered to persons of
small means by govt out of its general revenues.
Eg- Old age pension
10. Priyankasahu
Statutory Provisions In India
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.
11. Priyankasahu
Statutory Provisions In India
• Canteen facilities: Cafeteria or canteens are to be provided
by the employer so as to provide hygienic and nutritious food
to the employees.
• 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 supply, wash basins, toilets,
bathrooms, etc.
12. Priyankasahu
Employee Grievance
Employee grievance refers to the dissatisfaction
of an employee with what he expects from
the company and its management. A company
or employer is expected to provide
an Employee grievance with a safe working
environment, realistic job preview, adequate
compensation, respect etc.
14. Priyankasahu
Employee Grievance Procedure
• Identify grievances : Employee dissatisfaction or
grievance should be identified by the management if they are
not expressed . If they are ventilated, management has to
promptly acknowledge them.
• Define correctly: The management has to define the
problem properly and accurately after it is identified/
acknowledged.
• Collect data: complete information should be collected
from all the parties relating to the grievance. information
should be classified as facts , data, opinions, etc .
15. Priyankasahu
Employee Grievance Procedure
• Analyse and solve: The information should be analysed,
alternative solutions to the problem should be developed and
the solution should be selected.
• Prompt redressal: The grievance should be redressed by
implementing the solution.
• Implement &follow up: Implementation of the solution
must be followed up at every stage in order to ensure
effective and speedy implementation.
16. Priyankasahu
• At present, there are three legislations dealing with grievances of
employees working in industries. The Industrial Employment (Standing
Orders) Act, 1946, requires that every establishment employing 100 or
more workers should frame standing orders. These should contain, among
other things, a provision for redressal of grievances of workers against
unfair treatment and wrongful actions by the employer or his agents. The
Factories Act, 1948, provides for the appointment of a Welfare officer in
every factory ordinarily employing 500 or more workers. These Welfare
officers also look after complaints and grievances of workers. They will
look after proper implementation of the existing labour legislation.
Besides, individual disputes relating to discharge, dismissal or
retrenchment can be taken up for relief under the Industrial Disputes Act,
1947, amended in 1965.
• However, the existing labour legislation is not being implemented properly
by employers. There is lack of fairness on their part. Welfare officers have
also not been keen on protecting the interests of workers in the organized
sector. In certain cases, they are playing a dual role. It is unfortunate that
the public sector, which should set up an example for the private sector,
has not been implementing labour laws properly.
17. Priyankasahu
Guidelines for Handling Grievances
The following guidelines may help a supervisor while
dealing with grievances. He need not follow all these steps in
every case. It is sufficient to keep these views in mind while
handling grievances.
• Treat each case as important and get the grievance in writing.
• Talk to the employee directly. Encourage him to speak the
truth. Give him a patient hearing.
• Discuss in a private place. Ensure confidentiality, if necessary.
• Handle each case within a time frame.
• Examine company provisions in each case. Identify violations,
if any. Do not hold back the remedy if the company is wrong.
Inform your superior about all grievances.
18. Priyankasahu
Guidelines for Handling Grievances
• Get all relevant facts about the grievance. Examine the
personal record of the aggrieved worker. See whether any
witnesses are available. Visit the work area. The idea is to find
where things have gone wrong and who is at fault.
• Gather information from the union representative, what he
has to say, what he wants, etc. Give short replies, uncovering
the truth as well as provisions. Treat him properly.
• Control your emotions, your remarks and behaviour.
• Maintain proper records and follow up the action taken in
each case.
19. Priyankasahu
Discipline
According to Richard D. Calhoon, “Discipline is
the force that prompts individuals or groups
to observe rules, regulations, standards and
procedures deemed necessary for an
organization.” Therefore discipline means
securing consistent behaviour in accordance
with the accepted norms of behaviour.
20. Priyankasahu
Approaches to discipline
• Positive Approaches to Discipline:
Positive discipline are correcting deficiencies without invoking any kind of
punishments and of constructive in nature. Its purpose is to change the
habits as per the requirements of the organization and adopting to the
culture, tradition and values of the organization. These are willingly
accepted by the employees along with the signing of the job offer to
voluntarily adhere to the disciplinary policies required for their job
position. These are all a set of standards prescribed for personal
development, career growth, talent development and precondition for
training requirements to achieve and maintain a standard and ethical
values to the organization and targeted in case all employees in General
irrespective of class and grades.
In “positive” discipline, there is willingness to comply that comes from the
desire to cooperate in achieving the common goal of the organisation. The
emphasis here is on cooperative efforts to secure compliance to
organisational norms.
21. Priyankasahu
Approaches to discipline
• Negative approaches to discipline:
On the other hand, “Negative”
discipline involves force or an outward influence.
It is the traditional approach to discipline and is
identified with ensuring that subordinates adhere
strictly to rules and punishment is meeting out in
the event of disobedience and indiscipline. The
fear of punishment works as a deterrent in the
mind of the subordinate. Approaching discipline
from this kind of a perspective has been proving
increasingly ineffective.
22. Priyankasahu
Essential of a good disciplinary
system
• Knowledge of Rules.
• Prompt Action.
• Fair Action.
• Well Defined Procedure.
• Constructive Handling of Disciplinary Action.
23. Priyankasahu
Essential of a good disciplinary
system
• Knowledge of Rules
The employee must be informed clearly about what constitutes good behaviour
and the rewards that may emanate from it. All instructions should be clear
and understandable. It is common sense that an employee will obey an
instruction more readily if he understands it. The supervisor himself must
know all the rules.
• Prompt Action
All violations and misconducts-big and small-should be promptly inquired into.
For example, a supervisor is most unwise to wait until lunch break before
rebuking a worker for arriving late. Beat the iron when it is hot. This is
because when the penalty is imposed immediately following the violation of a
rule the person punished tends to identify the punishment with the act he
committed. Accordingly, the subordinate attempts to avoid the violation in
future. This is called the “law of effect”. The greater the delay the more one
forgets and the more one feels that punishment is not deserved.
24. Priyankasahu
Essential of a good disciplinary
system
• Fair Action.
All individuals-big and small-should receive equal punishment for equal
indiscipline. If a rule is applied to one individual but not to another, the
management is bound to be accused of favouritism.
• Well Defined Procedure.
1.The supervisor must assure himself that some violation of the rules has taken
place.
2.He should state precisely and objectively the nature of the alleged violation.
3.He should then proceed to gather full facts about the case and maintain
proper records.
• Constructive Handling of Disciplinary Action
Disciplinary action should be handled in a constructive manner. It should be
carried out by the immediate line supervisor. This employee should be told not
only the reasons for the action taken against him but also how he can avoid
such penalties in future. Disciplinary action should be taken in private.
25. Priyankasahu
Managing difficult employees
• Listen.Often, when an employee is difficult we
stop paying attention to what's actually going on.
• Give clear, behavioral feedback.
• Document.
• Be consistent.
• Set consequences if things don't change.
• Work through the company's processes.
• Don't poison the well.
• Manage your self-talk.
