13-09-2012, 12:44 PM
EMPLOYEES SATISFACTION AND QUALITY OF LIFE OF TATA STEEL , JODA EAST
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INTRODUCTION TO HUMAN RESOURCE
Human resources are on major factors of production. It is human asset, which convert the various resources in to the production resources. It has immense potentialities and it only human resources, which appreciate with time whereas all other resources undergo the process of depreciation. Success of an organization mainly depends on the quality of manpower and its performance.
In early days human resource was not taken as an important factor of production. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. The emergence of Trade Union and their gradual collective power forced some entrepreneurs to give some district feature of human side by production. The first among the entrepreneurs who had contributed in the development of human side of production was Robert Owen, and English Humanist. He took a genuine interest in the welfare of the workers. But this magnetite was not supported by a major chunk of entrepreneurs.
A number of social scientist advocated their valuable theories towards the beginning of the 20th century. Abraham Maslow gave his “Hierarchy of needs” theory. Mc Clelland’s Afflation- Achievement theory is well accepted too. Christ Argyris theory of “four system of Management” is also a milestone in the development of human factor in the production process.
OBJECTIVES OF HRM.
The following are main objectives of the study
• To require the overall idea about the organization.
• Helping the skills and abilities of the workers efficiency.
• Providing the organization with well trained and well-motivated employees.
• Increasing to the fullest the employees’ job satisfaction and self actualization.
• Developing and maintaining a quality of work life that makes employment in the organization desirable.
• Communicating of HRM policies to all employees.
• Helping to maintain ethical policies and socially responsible behavior.
• Managing change to mutual advantage of individuals groups, the enterprise and public.
INTRODUCTION OF INDUSTRIAL RELATION:
“Industrial Relations” poses one of the most delicate and complex problems to modern industrial society. With growing prosperity and rising wages, workers have achieved a higher standard of living .They have acquired, education, sophistication and greater, mobility career patterns have changed., for larger section of the people have been hanged., for higher section of people have been constrained to leave their firms to become wage earners and salary earners in urban areas under trying conditions of work. Ignorant and drenched in poverty, vast masses of men, women and children have migrated to few urban ares.The organization in which they are employed have ceased to be individually owned and have become corporate enterprises. At the same time however, progressive status dominated secondly group-oriented aspirant and sophisticated class of workers has come in being, who have own trade unions and who have thus gained a bargaining power which enables them to give a taught fight to their employers to establish their rights in growing industrial society. As a result the Government has stepped in and plays an important role in establishing harmonious industrial relations, partly because it has itself become employer of millions of industrial worker but mainly because it has enacted a vast body of legislation to ensure that the rights of industrial workers in private enterprise are suitable safe guarded. Besides rapid changes have taken place in techniques and method of production. Long established jobs have disappeared and new employment opportunities have been created which call for different patterns of experience and technical education. Labour employer relations have therefore become more complex than they were in past, and have been a sharp edge because of widespread labour unrest.
PURPOSE OF THE STUDY:
Gathering information and theoretical knowledge is a part of study. It become complete when added with practical knowledge as the noted truth comes to sight. Hence one becomes more efficient and effective when a flavor of practical out look is added to the bosky mind. As the study has got wide relevance is formulating valid information about the organization, it helps in getting a critical look in to the personnel practices of the organization. Organizational behavior employer employee relationship and the working environment of the organization in relation to theoretical knowledge. It gives a previous idea about the job and working environment to the future decision- making how to perform by assigned job successfully and tact fully.
Human Resource Management
Tata steel recognizes that its people are the primary source of its competitiveness and is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. TSL aims to pursue management practices designed to enrich the quality of life of its employees, develop their potentials and maximize their productivity. It also aims at ensuring transparency , fairness and equity in all its dealing with its employees. TSL has been in pioneer in its HR policy over the years with the basic underlying principle of sharing and caring and a sense of belonging amongst all employees who are considered to be a part of TSL family. The company has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as Indian industry .Some of these initiatives include.