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TABLE OF CONTENTS

ContentsSynopsis

Topic of the study.

Rational behind study.

Objective of the study.

Research methodology.

Expected conclusion.

CHAPTER - 1

1.1 Industrial Profile.

General idea of Hindustan Copper Limited

Product of Hindustan Copper Limited

Characteristics of Hindustan Copper Limited

Operating units of Hindustan Copper Limited

Objective of Hindustan Copper Limited

Future out look of Hindustan Copper Limited

1.2Company Profile.

Introduction of Khetri Copper Complex

Historical back ground of Khetri Copper Complex

Objective of Khetri Copper Complex

Future plan of Khetri Copper Complex

Organisation Chart.

Products

Production

Performance

Social commitments

Pollution Control

Khetrinagar Township

Employees Profile.

Industrial Relation

1.3 Introduction to the study.

What is Workers Participation in Management.

Objective of Workers Participation in Management.

Forms of WPM.

Levels of WPM

Participative Management in India.

New Scheme for WPM in India.

CHAPTER - 2

2.1Incorporation of the W.P.M. in the organisation Different Participative Forums existing/functioning at KCC.

Details of Shop Council.

Joint Council.

Participative forums functioning at Corporate level.

CHAPTER - 3

3.1 Analysis on the basis of questionnaire and interview schedule.

CHAPTER - 4

4.1 Conclusions

4.2 Recommendation

CHAPTER - 5

5.1 Annexure

HCL in India

View of Khetri Copper Complex

Questionnaire

Company Hierarchy

Manpower

SYNOPSISSYNOPSIS

TOPIC OF STUDY

A comprehensive study of WORKERS PARTICIPATION IN MANAGEMENT at Khetri Copper Complex, Khetri Nagar, Rajasthan, a unit of Hindustan Copper Limited, A Government of India Enterprise.

RATIONAL BEHIND THE STUDY

We take many decisions in our day-to-day life in consultation with the members of our family. For example - Education of children, Wedding of daughter, Selection of a career of our children. At all such occasions we consult each other for better results.

We celebrate various social and religious functions. For the success of these functions se start consultation well in advance and the joint decision and implement them with the co-operation of the other people.

We require this type of participation between labour and management, because the main objective of our economic planning is to increase production and productivity.

By offering workers, a common platform to participate decision making process of management-workers for self expression and association are satisfied and they start working with natural understanding towards optimising productivity, efficiency and maintaining industrial peace.

Mainly in the Public Section where the Workers Participation in Management is largely being practice since year together, and expected results have reflected to some extent in the form of improved production, productivity and better industrial relations. Still the desired results of Workers Participation in Management are like dream, in view of the fact that the common labour force as well as the lower and middle level manager are really left apart in the process as a result, now and then mistrust, disputes, agitations, heated arguments at work place.

Now in the above complex work environment of high concern, a fresh look is needed so that employees contribute in the real sense to achieve the organisational goals. Unhealthy work situations become matter of great concern to the top management, which is completed to organise its entire management team to encounter the undue pressure, in order to defuse the tense situation and restore, maintain normal working condition. Because this often leads low productions, productivity, high production cost, waste of material and adverse effect on healthy organisation and their employees.

Therefore, in order to get the best out of workman in achieving the organisation goals, it is essential that WORKERS PARTICIPATIONS IN MANAGEMENT is in the real sense of the term is induced.

OBJECTIVE OF STUDY

It is necessary to have some objectives and goals to carry out a project. The objective and goals give direction to the future plans and activities to be conducted during the project. Objective behind the study of the working of WORKERS PARTICIPATION IN MANATGEMENT at Khetri Copper Complex are as follows :

1. The main objective is to have indepth knowledge of the W.P.M. Scheme working in the organisation.

2. To study the different participative forum existing at K.C.C.

3. To study the various areas of activities where the scheme has been implemented.

4. To study whether proper home work before the schedule dates of meeting being done by the participative teams to have the meaningful discussion.

5. To study whether the workers' team actually contributes meaningfully to achieve the common goal of the organisation or it is their to simply show their influence.

6. To study whether the discussion centre round Production/ Productivity/Safety/Welfare/Creative ideas to solve the problems.

7. To study whether in the discussion each party has equal weightage in giving suggestion/recommendation.

8. To study whether decision are taken unanimously or not.

9. To study whether decision are implemented well in time.

10. To study whether WPM results in understanding each other view point, helps in making a better work atmosphere improves human relation and to maintain industrial peace and harmony.

EXPECTED CONTRIBUTION

With this critical study of Workers Participation in Management at Khetri Copper Complex, it is expected that some new thoughts, ideas, better ways of participation will emerge out for improved working of these forums which will ultimately help in maintaining harmonious industrial relations and effective human resosurce development system for enhancing the labour productivity. The study can also help in :

1. Creation of an atmosphere of mutual trust and confidence between management and worker.

2. Eliminating areas of suspicion between the management and labour.

3. Identifying the areas where scope of improvement is needed.

4. Knowing whether participative forums are contributing positively towards organisational goal or simply doing formalities.

5. Fixing the Annual Targets of production in consultation with the Union.

RESEARCH METHODOLOGY

Research methodology comprises defining and re-defining problems formulating hypothesis or suggesting solutions, collecting, organising and evaluating date, making deduction and reaching conclusion and atlast carefully testing the conclusion to determine the hypotheses. Research is an original contribution to the existing stock of knowledge making for its advancement. In short the search for knowledge through objective and systematic method of finding solution to a problem is research.

REASEARCH PROCESS

Project conducted at Khetri Copper Complex involves following techniques of research to attain the objectives as stated above

1. Comprehensive study of the agenda items of meetings the notification, actual attendance of the participants.

2. Critical Analysis of the decision in the meeting and its mode of implementation.

3. Field Interview with the Committee Members, Higher Management, Middle Management team and common employees who have virtually little scope of participation in the system.

4. Written Questionnaire method where a definite answer is sought.

5. Impart of these scheme on production, productivity, welfare, accident, work stoppage, strike lockouts, improvement in work culture, discipline awareness etc.

INTRODUCTION TO STUDY

Within the last three decades in the realm of human resource management the technique of the workers' participation in management has been regarded as a powerful behavioral tool for managing the industrial relations system.

Participative Management represents industrial democracy in action and workers and management should both be re-educated to play their roles as partners in the process of production and put industrial democracy to work effectively.

WHAT IS WORKERS' PARTICIPATION IN MANAGEMENT

The term participative management and workers' participation in management are the same. It is composed of two words :

(a) Participation

(b) Management

(a) Participation : The participation is one's own mental and emotional involvement in decision making process for achieving organisation goals and share responsibility. The three important aspects of participation are :

1. A person's self is involve rather than his skills.

2. It motivates persons to contribute their own resources of initiative and creativity towards the objective of the organisation.

3. It also encourages people to accept responsibility in their group activity.

(b) Management : It means the manage the affairs of the organisation in systematic way. It involves looking after day to day work, deciding policy matter and implementing the policy decision.

Before the industrial revolution the ownership of the undertaking was with a single person and he himself was doing the function of manager, when his unit was small. But in course of time, the undertaking became bigger and mechanised and produced on large scale thereby expanding its activities considerable. One person could not attend to all aspects of production. Grdually, the functions of managing the undertaking were separated and skilled and expert manager were appointed for this job.

The concept of Workers' Participation in Management has changed from time to time and country to country.

Workers' Participation in Management means the workers are given a chance to share the functions of the management in achieving the organisational goals of the undertaking.

According to Keith Davis WPM refers to the mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share the responsibility of achieving them.

OBJECTIVE OF WORKERS' PARTICIPATION IN MANAGEMENT

There are three main objectives of workers' participation in management. They are :

1. Organisational : The scheme of workers participations enhance economic efficiency of the enterprise on account of the following reasons :

a. Workers can contributes ideas which can be useful to Management.

b. Upward communication is essential for proper decision making at the top.

c. Worker will accept decisions and work better if they participate in them.

d. It will contribute to industrial peace by fostering more co-operation among workers and management and thus raise efficiency.

2. Psychological : It gives full recognition to the human element inindustry and generates a greater interest in the operation of the undertaking. A sense of belonging is developed, which in turn, results in higher efficiency.

3. Social : The concept of participation produces equal status between workers and management through sharing of decision making process which makes the workers productive, creative and efficient. It also recognises the dignity of man as man and also satisfies his urge for self expression and makes our democracy functional.

FORUMS OF WORKERS' PARTICIPATION IN MANAGEMENT

There are number of methods which are part and parcel of participative management. Some of them are :

1. Suggestion Scheme : Under this system, workers are invited and encouraged to offer suggestions for improving the working of the enterprise. A suggestion box is installed. Any worker can write his suggestions and put it into the box. Periodically all the suggestions are scrutinised by the Suggestion Committee. Good suggestions are accepted for implementation and suitable rewards are given to the concerned workers.

2. Works Committee : Under the Industrial Disputes Act, 1947, every establishment employing hundred or more workers is required to constitute works committee. Such a committee consists of equal number of representative of employer and worker. The main purpose of works committee is to prove measures for securing and preserving amity and good relations between the employer and the employees.

3. Joint Management Councils : These councils consists of equal number of representative of employers and workers. The councils discuss various matters concerning working of industry. The decisions of these councils are advisory in nature. Working conditions, accident prevention, indiscipline, absenteeism and training are generally the matters brought before Joint Management Councils. While works committee are formed at shop floor level. Joint management councils are instituted at plant level.

4. Worker Directors : Under this method, one or two representatives of workers are nominated or elected on the Board of Directors. This is full fledged and highest forum of workers participation in management. In India D.C.M. and few other companies provide representation to workers on their Board of Director.

5. Co-partnership : In this method, workers are made shareholders in the company in which they are employed. As partners, they take part in Board of Directors. They also share the company's profit in the form of dividend. This generated a a feeling of responsibility to the enterprise among the workers.

6. Auto-Management : This scheme of Workers' Participation in Management is called 'Auto-Management' or 'Self-Management' in Yugoslavia. Workers manage all aspects of industries through their representatives. Here the workers themselves constitute the management and there is no question of consultation or sharing of powers with representatives of private capital. All undertakings are treated as national property and are managed by the Workers' Councils and Management Boards.

LEVEL OF WORKERS PARTICIPATION IN MANAGEMENT

There are four levels of participation of workers in the management of industry. They are as follows :

1. Information Participation : It refers to information sharing by the workers condition of the plant etc. Here the workers have a right of close scrutiny of information provided so that they can have an idea of what is going on in the organisation.

2. Consultative Participation : Here the workers are consulted so such matter as welfare programmes, methods of work and safety. However, the final decision is that of management. The workers awareness and involvement have to be positive and direct.

3. Associate Participation : Here the work men's role is not purely advisory unlike consultative participation. The management has to accept and implement the unanimous decision taken jointly. This creates climate of partnership.

4. Decision Participation : Decision is taken jointly in all matter of work relative issues or interest related issues. This leads to oneness and total involvement. Thereby helps in achieving organisational goals.

NEW SCHEME FOR EMPLOPYEES PARTICIPATION IN MANAGEMENT

As discussed earlier the scheme for WPM in industry at shop floor and plant level was introduced by Government on the 30th October, 1975 and was made applicable only to the manufacturing and mining units in the public. Another scheme on WPM was introduced on 4th January, 1977 in commercial and service organisation in the public sector.

The ministry of Labour and Rehabilitation, Government of India have introduced on 30th December, 1983 a new comprehensive scheme of Workers' Participation in Central Public Sector Undertakings. Following are the salient features of the scheme :

1. Introduction : The scheme will be applicable to all Central Public Sectors Undertakings except those undertakings which are given specific exemptions from the operation of the scheme by Administrative Department/Ministry in consultation with Department of Labour.

2. Structure of the Scheme : The scheme shall be operated both at the shop floor and plant level in all public sector undertakings (other then those which have been specifically exempted).

3. Representation : The representation of workers at the shop floor and the plant level would cover different categories of workers such as skilled and un-skilled, technical and non-technical. Managerial personnel would be excluded but supervisory categories such as Foremen, Chargemen etc. would be covered. Both the workers and the management will get equal representation at the shop floor and plant level forums. Each party will have a representation of 5 to 10 members depending upon the size of work force.

4. Functions : The participating arrangement may cover the following functions at different levels :

a) Shop level : Production facilities, storage facilities in a shop, material economy operational problems, wastage control, hazards, safety problems, quality improvement, cleanliness, monthly targets and production schedules, cost reduction progreammes, formation and implementation of work system, design group working, welfare measures related particularly to the shop.

b) Plant level :

Operational areas :

i) Evaluation of productivity schemes taking into account the local conditions.

ii) Planning, implementation, fundamental and review or monthly targets and schedules.

iii) Materials supply and its shortfall.

iv) Storage and inventories.

v) House keeping.

vi) Improvements in productivity in general and in critical areas in particular.

vii) Encouragement to and consideration of suggestions.

viii) Quality and technological improvements.

ix) Machine utilisation, knowledge and developments of new products.

x) Operational performance figures.

xi) Matter not resolved at the shop level or concern more than one shop.

xii) Review of the working of the shop level bodies.

Economic & Financial areas :

i) Review of operating expenses, financial results, cost of sales.

ii) Profit & loss statements, balance sheets.

iii) Plant performance in financial terms, labour & managerial costs, market conditions etc.

Personnel Matters :

i) Absenteeism.

ii) Initiation & supervision of worker's training programme.

iii) Special problem of women workers.

iv) Administration of social security schemes.

Welfare areas :

i) Operational details.

ii) Implementation of welfare schemes, medical benefits and transport facilities.

iii) Safety measures.

iv) Sports & Games.

v) Housing.

vi) Township administration, canteen etc.

vii) Control of gambling, drinking, indebtedness etc.

Environmental areas :

i) Extension activities & community development projects.

ii)Pollution Control.

c) Board Level : At the board level, the workers representatives will participate in all the functions of the board. One of the special function assigned to the board would be reviewing the work of the Shop & Plant level participating forums.

5. Working of the forums : At the Shop Floor & the Plant level, the participating forums will attempt to arrive at a decision by consensus but where no mutually acceptable consensus emerges, they will refer the matter to the next higher forums.

6. Modifications of the functions of the forums : The scope of the functions can be modified by mutual consensus between the workers and the management.

7. Monitoring of the scheme : A time programme for implementation of the scheme with in one year will be drawn up by the administrative ministries departments concerned. The progress of the working of the scheme in individual undertaking will be reviewed quarterly. In order to monitor the implementation of the scheme and also to review its working from time to time and to suggest remedial measures, a tripartite machinery will be set up in the department of labour.

8. General : No legislation would be undertaken immediately to give any legislative backing to the scheme. Such a step would, however, be considered after adequate experience has been gained in the working of the scheme. State Government are requested to introduce the scheme in their own public sector undertaking. The private sector would also be encouraged to implement the scheme. It is the intention of the central government to bring legislation in due course after gaining experience in the working of the scheme. It is, therefore, in the interest of the private sector also that they should find it advantageous to make a start of their own very early in this direction.

History-

PARTICIPATIVE MANAGEMENT IN INDIA

The origin of the idea of Workers' Participation in Management in India can be traced to the report of the Royal Commission of Labour (1931), which recommended the setting up of joint consultative bodies.

After the war, the Industrial Employment (Standing Orders) Act, 1946 and the Industrial Disputes Act, 1947, formally placed the idea of workers participations on the statute books in the form of Works Committee.

The acceptance of a "Socialistic Pattern of Society" as the overall goal of planning in 1954 stressed the need and importance of Workers' Participation.

The Industrial Policy Resolution (1956) also asserted the importance of Joint Consultation between workers and management. The government of India sent a Study Team for studying the experiences of different schemes of Workers' Participation in Management in European countries. On the recommendation of the Study Team, the Government introduced a scheme of Joint Management Council in our country in 1958.

In 1970, the Government of India introduced another scheme of WPM in banking industry. The Nationalised Bank appointed one director from among the workers and this scheme extended to selected public sector undertaking on voluntary basis.

A new scheme of Shop Council and Joint Council was announced by the Government of India on October 30, 1975. It was extended to commercial and service organisations in public sector in January, 1977.

The history of WPM in India, thus clearly makes three important institutional landmarks :

1. Works Committees (1947)

2. Joint Management Councils (1958)

3. Shop Councils & Joint Councils

The Centre and the State Governments implemented the workers participation in management through the following four ways :

1. Statutory Works Committee

2. Voluntary Joint Management Councils

3. Appointment of Workers Representatives on Board of Directors.

4. Shop Councils & Joint Councils.

INDUSTRIAL PROFILEHINDUSTAN COPPER LIMITED

Hindustan Copper Limited (HCL) was incorporated on 9th November, 1967. It is a Public Sector Enterprise under the Ministry of Mines, Government of India. It is now under the Chairmanship of Mr.B.K. Menon. The major activities of HCL are exploration, mining, smelting, refining and casting of finished copper metal into saleable products. The company is the sole producer of primary copper in India from indigenously mined copper are. HCL produces about 4.8 million tones of ore and 45000 tones of refined copper per annum from its indigenous production. With the above production level currently HCL is able to satisfy around 25% of India's demand of primary copper metal.

In the process of its multi dimensional growth, the company has its credit some major contribution towards technological improvement in mining, smelting, hydro metallurgy and bye products recovery. HCL has established well equipped R & D facilities at Khetri Copper Complex and Indian Copper Complex. The R & D section is fully responsible for improvement in quality of products, control of quality of raw material, improvement of recoveries and for maximizing in the recovery of bye-products.

CHARECTERISTIC OF HINDUSTAN COPPER LIMITED

1. It is a sole mining cum metallurgical public organisation in the field of copper production.

2. Before economic liberalization 1991 HCL was only sole producer of copper in India and is still it is fulfilling 25% of copper demand for our country.

3. HCL is effectively exploring and utilizing 1% copper ore.

4. HCL, since many years is providing and producing LME grade of copper which is of the International Standard.

5. Being a public sector organisation it also fulfilling social objectives.

OPERATING UNITS

The company is operating the following units

1. Khetri Copper Complex (KCC), Rajasthan comprises two Underground Mines, one Concentrator Plant, Smelter Plant and a Refinery Plant of 31000 TDA capacity alongwith Acid & Fertilizer Plant.

2. Indian Copper Complex (ICC) at Ghatsila, Jharkhand comprises five Underground Mines, two Concentrator Plant, a Smelter Plant and a Refinery Plant of 16500 TPD capacity alongwith Acid Plant, precious metal and other by-products recovery plant.

3. Malanjkhand Copper Project (MCP) in Madhya Pradesh comprises an Open Pit Mines, Concentrator Leach Copper Plant.

OBJECTIVE OF HCL

The objective of HCL is to undertake exploration prospecting and mining activity for minerals copper in particular; extraction and fabrication of metals and manufacture of by-products including sulphuric acid and fertilizer. HCL is also expected to undertake research in the field of metallurgy and develop consultancy services in copper mining, concentrator, smelting and refining.

FUTURE OUTLOOK OF HCL

In the present liberalized economy of the country with all trade barriers getting slowly dismantled the competition is increasing substantially. In this scenario HCL has identified certain areas which merit immediate attention so as to become competitive on substantial basis. These areas are :

(i) Bench marking the operations of HCL with the best in the world.

(ii) The company has to trim its manpower to remain competitive. HCL is taking steps to reduce manpower through VRS and closure of high cost mine of ICC.

(iii) HCL is in the process of re-assessing the capacities of the smelters, reduce generation of seconderies with significant emphasis on quality.

(iv) HCL is making all out efforts to enhance the production from low cost mines like Malanjkhand open cast project.

(v) The company also study to make a slight shift of approach towards technology viz. Hydro-metallurgy which is being increasingly employed in the western world.

PRODUCT

The products of the company are as follows :

Main Products

Copper Wire Bars.

Copper Cathode.

Copper CC Rods.

Copper ETP Blocks.

Copper Wire Bar Moulds.

Copper Sheets.

By Products

Nickel Sulphate.

Copper Sulphate.

Selenium.

Single Super Phosphate.

Sulphuric Acid.

Kyanite.

Gold.

Silver.

MARKETING NETWORK

The marketing network of the company is divided into four regions :

Western Zone -Mumbai

Southern Zone-Banglore & Chennai

Northern Zone-Delhi & Indore

Eastern Zone-Kolkata

COMPETITOR OF HCL

(i) STARLITE COPPER

(ii) BIRLA COPPER

COMPANY PROFILE

KHETRI COPPER COMPLEX

Khetri Copper Complex, a mining cum metallurgical complex is a major constituent of Hindustan Copper Limited; A Govt. of India Enterprise with install capacity of 3100 Tones of electrolytic grade copper per annum. It was established in November, 1964.

Khetri Copper Complex including Chandmari Copper Project comprises one open pit mines two underground mine, a concentrator plant, a smelter plant and an electrolytic refinery plant together with sulphuric acid plant and fertilizer plant.

Khetri Copper Complex is situated in the cradle of Aravali Hills in the district of Jhunjhunu, Rajasthan, some 190 km South-West of Delhi & 180 km North of Jaipur, the state capital. It is at the northern end of a large copper belt extending from Singhana village to Raghnathgarh. It has two well developed township one at Khetri Nagar and other at Kolihan Nagar.

HISTORICAL BACKGROUND

The metal copper is a primitive metal and was also mined at Khetri in ancient times during the period of Mauryas.

The first record mention of copper mining in this belt is found in "Ain-I-Akbari" written by Abul Fazal in the year 1590 during the period of Emperor Akbar the Great.

OBJECTIVE OF THE COMPANY (KCC)

Objective established the goals and aims of business. It determines its shape of future event. Objective are the way of achieving motives of profit or self service. It represent a clear picture of activities which are sought to be achieve. The objective of KCC as follows :

1. Exploration and utilization of the copper reserves existing in our country.

2. Extraction and exploration of copper and by products to make the country self sufficient in the field of copper production.

3. Reduce power and fuel consumption by Rs.5 Crores.

4. Improve the grade ore minimum by 0.1%.

5. Reduce gross revert generation to 12%.

FUTURE PLANNING

1.Expansion of Smelter Plant.

The company plans to increase the production of Blister Copper from 31000 Metric Tones to 45000 Metric Tonnes.

2. Development of Banwas Mines.

3. To undergo for disinvestment in the coming year or near future.

PRODUCT

The product list of KCC is as follows :

Main Products

Copper Wire Bars.

Copper Cathode.

Copper Sheets.

By Products

Sulphuric Acid.

Nickel Sulphate.

Single Super Phosphate.

CUSTOMERS

The customers of Company's product are -

For Copper

:Defence, Railways other traders.

For Sulphuric Acid:Govt. Sector :

IFFCO, IDPL, NFL, DNSU, NIPC, HSDE,

BHEL, IOC etc.

Private Sector :

Indian Pesticide, Bijnor.

Indian Phosphate Carbonate

Marketing Ltd., Ghaziabad

Ljgotam Fertilizer, Rampur

Modern Agro Chemical Industry Ltd. etc.

ACHIEVEMENT

KCC for its final product copper cathode has obtained a certificate from quality management system ISO 9002 for its refinery plant, where copper cathode quality is produced.

PRODUCTION

The production of KCC is as follows :

Year

MIC

(MT)CATHODES

(MT) CCR

(MT) SALES

(MT)TURN OVER

Rs.CRORES

--------------

2000-2001----------

34065----------------

42245----------

30571-------------

41026-----------------

630

1999-200033462384682993737466510

KHETRI NAGAR TOWNSHIP

Modern townships at Khetri Nagar and Kolihan Nagar have been constructed for residential requirements of employees working in the Complex. At present, there are about 5000 residential quarters alongwith other amenities like sports grounds, hospitals, shopping centres, community centres, cinema house, guest house and club etc. Khetri Copper Complex has provided adequate educational facilities for the wards of its employees both in Khetri Nagar and Kolihan Nagar townships. The township has 2 Central Academy school, Convent school, 3 State school besides Nursery & Primary school. All the schools are houses in specious buildings constructed by KCC with ample open space for play grounds and are being provided total support (Financial or otherwise) by KCC. In addition to this, facilities are provided by KCC to the other schools being run in the township.

MAN POWER

(Annexure)

POLLUTION CONTROL

KCC has taken substential measures right from the inception for handling and treating various emission and effluents stream before its is discharged to the environment. Subsequently the installation has been modified expanded in order to meet the requirement of pollution control. Some of the measure installation for this purpose are as under :

1. Installation of Sulphur Burner.

2. Construction of Tailing Dam.

3. Water Conservation in mines.

4. Plantation enrichment of green belt at massive scale.

5. Provision of oxidation ponds.

In addition, a second Acid Plant also concepted to crub the pollution alongwith the double hood convertor in Smelter Plant.

SOCIAL COMMITMENTS

KCC from the beginning has taken keen interest in the welfare of its rural surrounding area. Today 85% of the workforce at KCC belong to the region where it stands. Another pressing aspect which attracted KCC was lack of communicational facilities in the region alongwith the perennial problem of drinking water in the region. A pitched road was built for the first time in desert wilderness from Khetri Nagar to Chaonra, a village located at a distance of about 35 kms.. Simultaneously a water pipe was laid from Khetri Nagar to Chaonra and water connections were provided to all the villages located between Khetri and Chaonra. Today KCC provides drinking water to some 30 villages, apart from 15 to 25 water connections in the surrounding area of the township.

INDUSTRIAL RELATION

Industrial Relations at Khetri Copper Complex are harmonious having not witnessed any major strike, shut down or any confrontation since last 20 years. But it always remained a challenging task for the management to maintain peace and mutual trust. Continuous improvement in production, productivity, working condition, technological up-gradation, welfare measures are the result of the better industrial relation to the prevailing in the organisation.

There are four major trade union operating at Khetri Copper Complex :

1. Khetri Tamba Shramik Sangh (KTSS), affiliated to AITUC.

2. Khetri Copper Mazdoor Sangh (KCMS), affiliated to BMS.

3. Khetri Tamba Mazdoor Morcha (KTMM), affiliated to CITU.

4. Rashtriya Copper Mazdoor Sangh (RCMC), affiliated to INTUC.

Khetri Tamba Shramik Sangh (KTSS) is the recognised union at present and therefore represents the workers in all kinds of major discussions held with the management.

INCORPORATION OF "WORKERS' PARTICIPATION IN MANAGEMENT SCHEME" AT KCC/HCL

The scheme of workers participation in management at Khetri Copper Complex was adopted in 1980. At Khetri Copper Complex the scheme of workers' participation in management is operating at three level :

(a) At Shop Floor Level

(b) Plant Level(c) Co-operative Level

Different Participative Forums existing/functioning at KCC

At Khetri Copper Complex, the following participative forums are functioning :

1. Canteen Managing Committee

2. Safety Appliance and Protective Clothing Committee

3. House Allotment Committee

4. Recruitment and Promotion Rules Committee

5. Sports Council

6. Welfare and Fund Trust

SHOP COUNCIL

In Khetri Copper Complex at shop floor level there are 10 shop councils functioning. These shop councils discuss about the matters related with production, safety, efficiency and other matters as laid down in the Government Scheme.

AIM

Shop Council shall be constituted with the objective of increasing production, productivity and efficiency of each shop or department.

COVERAGE

The following shop/departments shall have Shop Councils :

i) Adit, Khetri Mines

ii) Shaft, Khetri Mines

iii) Services relating to Khetri Mines

iv) K.C.M. Production

v) K.C.M. (Sections other than production)

vi) Concentrator

vii) Smelter

viii) Refinery

ix) Acid & Fertilizer

x) Services (including Mech., Elect., Civil, Water Supply, Industrial Engg., R&D)

xi) Rest of the departments - Purchase & Stores, Administration including Personnel and Training, Town Administration, Medical and Finance.

COMPOSITION

1. Each shop council shall consist of an equal number of representatives of employers and workers. Employees representatives shall be nominate by the management from among persons of the concerned unit. Representatives of workmen shall belong to the department or shop concerned.

2. The number of representatives of workmen on each shop council shall be as follows :

------------------------------------------------------------------------------------------------------------

Plant/Section/

No. of No. of ChairmanVice-Chairman

Department Mgt.rep. employees

------------------------------------------------------------------------------------------------------------

S/Shri

S/Shri

1.Khetri Mines

11

11PK Jain Banwari Lal

2.Khetri Mines Services 06

06BL Nirwan Sultan Singh

3.Smelter Plant

07

07RC Singla Mahavir Singh

4.Refinery Plant

06

06BK Mendiratta Banwari Lal

5.Fertilizer

07

07PS Pandey BM Tiwari

6.Concentrator Plant 05

05MV Rattaiah GL Dudi

7.Engineering Services 07

07JP Trivedi Bagh Singh

8.Other Departments 06

06Dr.PK Mohanty Dev Raj

9.Kolihan Copper Mine 05

05MC Sharma Mahavir Singh

10.KCM Other Services 05

05TN Singh CD Yadav

------------------------------------------------------------------------------------------------------------

3. The workers representatives on the shop council shall be elected by the workers of the concerned shop\ department.any workmen with a service of not less one year in the establishment may be a candidate for election. All workmen who have put - in not less than 6 months continous service in the establishment shall be entitled to vote in the election of the representative of workmen.

RULES OF PROCEDURE:

1. Each shop council shall normally meet once in a month.

2. The chairman of the shop council shall be a nominee of the management.

3. The Vice-Chairman of the shop council shall be elected by the workmen representative.

4. Decision of the shop council shall be arrived on the basis of consensus and not by a process of voting.

5. Either party may refer unsettled matters to the joint council for consideration.

6. Decisions of the shop council shall be implemented by the parties concerned within such time limit as may be decide upon by the council at the time of taking the decision.

7. Matters which have a bearing on other shop in the establishment shall be referred to the joint council alongwith the recommendations of the council for consideration of the council.

PROCEDURE FOR THE SHOP COUNCIL MEETING

1. Members of the Shop Council shall intimate the Chairman or Vice-Chairman any item which they shall wish to be included in the agenda of the Shop Councils meeting.

This should be intimated in writing to them atleast 10 days before the date fixed for the council meeting. If intimation in respect of any item is not received by the Chairman/Vice-Chairman, in time, the item will be taken up in the next meeting.

2. The Chairman/Vice-Chairman will issue notice to concerned members of the council communicating the place, date, day and time of the agenda of the meeting. The notice will be issued atleast 10 days before the date of the meeting. It will be the responsibility of the members concerned representing the workmen to approach the concerned authority to relieve them in order to attend the meeting.

3. Concerned HODs will relieve the concerned member on the relevant date and time for attending the meeting. Copies of the notice will be sent to the concerned POs to enable them to ensure this.

4. The agenda shall normally include the following items :

a) Confirmation of the minutes of the last meeting.

b) Consideration of the reports of sub-committee.

c) Review of implementation of the councils decisions.

d) Consideration of items brought by the councils members.

e) Any other matter with the permission of the Chairman of the meeting.

5. The Chairman of the committee shall preside over the meeting. In his absence, the Vice-Chairman shall preside over the meeting. In case both Chairman & Vice-Chairman are not present in the meeting, the members of the council, present in the meeting, shall elect any member to preside over the particular meeting.

6. At least 50% members each of the representative of the management & workmen would form the quorum for the meeting.

7. The Chairman & the Vice-Chairman will jointly prepare and sign the minutes and place it in the next meeting of the council for confirmation.

8. There will be no personal criticism or use of un-parliamentary language in the meeting.

9. It will be the responsibility of the councils members to explain the works done in the councils meeting to the persons in their respective councils.

10. The records of the shop councils will be with the Chairman of the committee.

NOMINATION OF MEMBERS

Representatives of the management nominated by management and the workmen are nominated by the recognised union (Khetri Tamba Shramik Sangh, Affiliated to AITUC).

In Shop Council : Chairman

-Head of Unit.

Vice-Chairman

-Workmen who is nominated by the

recognised union.

TENURE

The tenure of shop council is of 2 years. The management at KCC and the recognised union make change in their respective representations in the event of separation through transfer, resignation etc.

FREQUENCY, DATE AND TIME OF MEETING

-Frequency of meeting

:Once in a month

-Date of meeting

:17th of every month, next working

day if 17th happen to be a holiday.

-Time

:3.00 P.M.

AGENDA(a) The points to be included in the agenda shall be sent by the mebers of the council to the Secretary 15 days in advance.

(b) The agenda shall be finalised by the Secretary in consultation with Chairman and Vicd-Chairman.

(c) Agenda shall be circulated to all members at least 4 days in advance together with brief explanatory note on each point.

MINUTES

The decision taken in meeting are recorded and signed by Chairman and Vice-Chairman. The minutes of meeting are circulated within a week. Issues unresolved at the Shop Level Councils are referred to the Joint Council for inclusion in the agenda of the next meeting of the Joint Council for appropriate decision. A copy of minutes of the shop councils are sent to the Convenor Secretary of the Joint Council and to Industrial Relation Section, which keeps a track of such meetings. Review of the implementation of decisions are discussed in the very next meeting of shop council.

ISSUE DISCUSSED

Different issues discussed in these Shop Councils are generally production targets, reasons for short fall in production, if any, available like of spares, waste control, welfare matters of the shop plant.

FUNCTIONS

1. Functions of the Shop Council shall be as stated in the Govt. of India resolution No.S-61011(4)/75-DKI(B) dated 30th October, 1975. Details are as follows :

2. The Shop Councils should in the interest of increasing production, productivity and over all efficiency of the shop/department attend to the following matters.

i) Assist management in achieving monthly/yearly production targets.

ii) Imporvement of production, productivity and efficiency, including elimination of wastage and optimum utilisation of machine capacity and manpower.

iii) Specifically identify area of low productivity and take necessary corrective steps at shop level to eliminate relevant contributing factors.

iv) To study absenteeism in the shops/departments and recommend steps to reduce them

v) Safety measures.

vi) Assist in maintaining general discipline in the shop/department.

vii) Physical conditions of working such as lighting, ventilation, noise, dust etc. and reduction of fatigue.

viii) Welfare and health measure to be adopted for efficient running of the shop/department.

ix) Ensure proper flow of adequate two way communications between the management and the workers, particularly on matters relating to production figures, production schedules and progress in achieving the targets.

x) Elimination of pilferage and to institute a system of rewards for this purpose.

xi) Discuss any other matter which have a bearing on the improvement in the performance of the undertaking.

MINUTES OF THE MEETING(Annexure)

JOINT COUNCIL

At Khetri Copper Complex, there is 1 Joint Council which discusses matter of production, productivity, waste control and welfare measures etc. as per the scheme. Apart from this, Joint Council also discusses matter which could not be shorted out at different shop councils.

AIM

A Joint Council shall be constituted with the objective of increasing production, productivity and over all efficiency of each establishment as a whole.

COVERAGE

The joint council shall cover all the department section of the KCC.

COMPOSITION

1. The joint council shall consist of 10 representatives each of the management & workmen.

2. The representative of workmen on the Joint Council shall be elected from among representative of workmen on the shop council by the shop council members.

3. The chairman of the proposed joint council will be the head of the establishment at K.C.C.

4. The Vice chairmen of the joint council shall be elected by the member of the

Council.

5. Joint council shall appoint one of its members as its secretery. The management shall provide facilities to the secretary to help him in the efficient discharge of his duties.

RULES OF PROCEDURE:

1. The Joint Council shall normally meet once in a quarter.

2. Decisions of the Joint Council shall be finalised on the basis of consensus and not by a process of voting.

3. Decision of the Joint Council shall be binding on the management and workmen and shall be implemented within the period mentioned in the decision itself.

PROCEDURE FOR THE JOINT COUNCIL

1. Member of the council shall intimate the Secretary any item which they shall wish to be included in the agenda of the Joint Council's meeting. This should be intimated in writing to him atleast 15 days before the date fixed for the council meeting. In intimation in respect of any item is not received by the Secretary, in time the item will be taken up in the next meeting.

2. The Secretary will issue notice to the members of the council communicating the place, date, day and time of the agenda of the meeting. The notice will be issued atleast 10 days before the date of the meeting.

3. Concerned HODs will relieve the concerned emember on the notice will be sent to the concerned Pos to enable them to ensure this.

4. The agenda shall normally include the following items :

i) Confirmation of the minutes of the last meeting.

ii) Discussion in the points given in the scheme.

iii) Consideration of the reports of the sub-committees.

iv) Consideration of items brought by the councils members.

v) Any other matter with the permission of the Chairman of the meeting.

5. The Chairman of the committee shall preside over the meeting. In his absence, the Vice-Chairman shall preside over the meeting. In case both Chairman & Vice-Chairman are not present in the meeting, the members of the council, present in the meeting, shall elect any member to preside over the particular meeting.

6. At least 50% members each of the representative of the management & workmen would form the quorum for the meeting.

7. The Secretary will prepare and sign the minutes and put up before the Chairman for his signature. He will place it in the next meeting of the council for confirmation.

8. It will be the responsibility of the councils members to explain the works done in the councils meeting to other employees.

9. The records of the Joint Council will be filed with the Secretary of the committee.

10.Review of implementation of the council's decision.

TENUREEach member will have a tenure of 1 year. In case of temporary absence of any regular member the General Manager or the General Secretary of the recongnised union have the option to nominate any other representative who will be a subsitute member for a particular meeting. Besides, for any expert advice both the General Secretary of the recognised union and General Manager can call invitees in a particular meeting.

OFFICE BEARER OF JOININT COUNCIL

Following are the office bearer of the Joint Council operating at K.C.C.

(i)Chairman of Joint Council

-General Manager of KCC.

(ii)Vice-Chairman of Joint Council-General Secretary of recognised

union.

(iii)Convener Secretary

-A.G.M. (Personnel), KCC.

FREQUENCY, DATE AND TIME OF MEETING-Frequency of meeting

:Once in 3 months.

-Date of meeting

:15th of every month, next working

day if 15th happen to be a holiday.

-Time

:3.00 P.M.

-Venue

:Conference Room of Administrative

Building.

AGENDAThe points to be included in the agenda shall be sent by the members of the council to the Convener Secretary 15 days in advance. The points are generally self explanatory. Other employees can sent their points, if any, through the members of the Joint Council to the Convener Secretary of the Joint Council.

Agenda shall be finalised by the Secretary in consultation with Chairman and Vice-Chairman. Agenda shall be circulated to all members at least 7 days in advance together with brief explanatory note in each point so that each member comes fully prepared for the discussion. The information that are circulated are :

1. Notice of Date, Time and Venue of next meeting.

2. Minutes of meeting of the last meeting.

3. Implementation position on decision taken in previous meetings. If decisions are not implemented reasons for delay is communicated alongwith.

4. Actual production figures alongwith targeted production of different production centre.

5. Reasons for short fall in production.

6. Cost sheets of production at different stages.

7. Any other matter with the permission of the Chairman.

MINUTES

The decision taken in joint council meeting is recorded on the same day and a draft of the minutes of meeting is prepared then the draft is finally approved by the Management (Chairman, Secretary) as well as by workmen representative (generally by the Vice-Chairman of the recognised union). The final minutes of meeting is signed by the secretary of Joint Council and is circulated to all the members for needful implementation of the decision taken.

MEETING

Concerned HOD has to relieve from the duty the concerned members on the relevant date and time for attending the meeting. The practice at Khetri Copper Complex has been the workmen representatives discuss the agenda and other important points in the forenoon for which they are relieved from duty and come prepared in the afternoon for full fledged discussion in Joint Council Meeting which is generally held at 3.00 PM.

On a average the meeting continues for four long hours in the conference hall of the administration building. In the meeting the members are given a scribbling pad, a pen, a good plastic folder containing various information etc.

During the meeting the parties are served tea and snacks. The meeting is held in a very formal way and the atmosphere is generally very cool and conductive. If the both Chairman and Vice-Chairman are available for the meeting than meeting is postponed.

It is the responsibility of the council's members to explain the decision taken in the council meeting to general employees. The record of minutes of Joint Council are kept and maintained by the Secretary of the committee that is Asstt. General Manager (Personnel).

FUNCTIONS

1. Functions of the Jolint Council shall be as mendtioned at page 7 of the Govt. of India resolution No.S-61011(4)/75-DKI(B) dated 30th October, 1975. Details are as follows :

2. The Joint Council should deal with matters relating to:

i) Optimum production, efficiency and fixation of productivity norms of man and machine for the units as a whole

ii) Matters emanating from shop councils which remain unresolved.

iii) Functions of a shop council which have a bearing on another shop or unit as a whole.

iv) Matter concerning the unit or the plant as a whole in respect of matters relating to work planning and achieving production targets more specifically, tasks assigned to a shop council of the shop/department level but relevant to the unit as a whole will be taken up by the Joint Council.

v) The development of skills of workmen and adequate facilities for training.

vi) The preparation of schedules of working hours and of holiday.

vii) Awarding of reward for valuable and creative suggestions received from workers.

viii) Optimum use of raw material and quality of finished products.

ix) General health, welfare and safety measures for the units or the plant.

x) Elimination of pilferage and to institute a system of rewards for this purpose.

xi) Discuss any other matter which have a bearing on the improvement in the performance of the undertaking.

PARTICIPATIVE FORUMS FUNCTIONING AT

CORPORATE LEVEL

The following forums are functioning at Corporate level at Kolkata :

1. JOINT CONSULTATIVE COMMITTEE (J.C.C.)

This is the highest forum of participative management in Hindustan Copper Limited. Its meetings are held at Kolkata after every three months.

(a) CONSTITUTION OF JCC

i) Management representatives : All the top executives of HCL and its unit are its member. For e.g.

Chairman-cum-Managing Director of HCL.

Head of the Personnel Department of all the units.

General Managers of all the units of HCL.

ii)Workers representatives : Representative of recognised union of different units of HCL are its members.

(b) SCOPE OF JCC

All matters related to improvements, production, productivity, targets and matter which are not the subject of collective bargaining are discussed in this forum. The purpose behind the constitution of the JCC at the Apex level is to associate senior leaders of the recognised trade union, operating at different units of the company in the decision making process concerning production, productivity, action plan for the year, welfare, leave, educational facilities, safety, optimum utilisation of man and machinery and quality of the work life etc.

JCC has played a very crucial role in maintaining harmonious industrial relation in different units that is

Khetri Copper Complex.

Indian Copper Complex, Ghatsila (Bihar)

Malanjkhand Copper Project, (MP)

Apart from maintenance of the harmonious industrial relation, a number of good schemes were introduced in the company like Workers' Development Seminar Scheme, Grievance Procedure, Suggestion Scheme etc. with a view to educate the workmen so that real participation can take place.

All the meetings of JCC very important items like Production and Productivity, Safety, Material Management and various other allied matters pertaining to the development of the company have been discussed and decision taken on the basis of consensus.

2. NATIONAL JOINT COMMITTEE FOR COPPER (NJCC)Similarly on the lines of JCC, it was thought proper to have a forum where a matter relating to collecting bargaining could be discussed with the workmen representative. With this in view, the next important forum of corporate level was found in 1980.

(a) CONSTITUTION OF NJCCi)Union affiliated to AITUC-6

ii)Union affiliated to INTUC-1

iii)Union affiliated to BMS-2

iv)

From the management side the total number of representatives are 7 excluding CMD who is ex-officio Chairman of the committee.

(b) SCOPE OF NJCCAll matters which fall within the preview of collective bargaining are discussed in this forum. The purpose of this forum is to give full scope to the JCC to discuss the matter basically related to production aspects.

The NJCC has been working very successfully in HCL and has resolved many important issues involving all workmen of all the units. For e.g. some of important issues handled has this forum are :

(i) All India Wages Negotiation 1995.

(ii) Modification and Improvement LTC Rules.

(iii) Modification of Attendance Bonus Rules.

ANALYSIS BASED ON INTERVIEW AND QUESTIONAIR SCHEDULE1. Degree of effectiveness of Workers' Participation in Management Scheme operating at Khetri Copper Complex.

------------------------------------------------------------------------------------------------------------

Yes

No

------------------------------------------------------------------------------------------------------------

Management Representatives

35

Workers Representatives

15

Employees

------------------------------------------------------------------------------------------------------------

T O T A L

------------------------------------------------------------------------------------------------------------

Comment : Both Management & Workers representatives feel that the workers participation in management is very effective in building harmonious industrial relation. But the common employees who are not the representative of any forum feel that still desired results from WPM is still awaited.

2. Methods adopted by the representative to arrive at consensus decision.

------------------------------------------------------------------------------------------------------------

Name of the method adopted

No. of respondent

Percentage

------------------------------------------------------------------------------------------------------------

Consultation

40

72.725%

Negotiation

15

27.275%

Voting

-

-

Chair Person Decision

-

-

------------------------------------------------------------------------------------------------------------

Comments : Generally the decision at WPM meeting is arrived through consultation and negotiation.

3. Extent of Contribution of Participative Forum in achieving organisation goals.

No. of Respondents : 50

------------------------------------------------------------------------------------------------------------

Name of Area

Yes

No

------------------------------------------------------------------------------------------------------------

1.In Production

45

05

2.In Productivity

43

07

3.In Improving Working Condition

42

08

4.In Welfare Measure

46

04

5.In Resolving Disputes

15

35

6.In Future Plants

20

30

7.In Improving IR

40

10

8.In Improving Mutual Trust & Goodwill

37

13

9.In Reducing Confrontation at Work Place

40

10

10.In Quality Decisions

33

17

------------------------------------------------------------------------------------------------------------

Comments : The participative forums are doing the work effectively. They are helpful in raising productivity, production, improving Industrial Relation but still much has to be done to resolve disputes to improve quality decision and to seek the help of both workers and management to build strong future plans.

4. The weightage given to each kparty in giving suggestion/recommendation in WPM.No. of Respondents : 50

------------------------------------------------------------------------------------------------------------

Reply of Respondent

No. of Respondent

Percentage

------------------------------------------------------------------------------------------------------------

Management Representative

33

66%

Workers Representative

17

34%

------------------------------------------------------------------------------------------------------------

Comments : In Workers' Participation Schemes generally equal weightage is given to both the workmen and managers. But the managers having more qualification and experience are able to make the workers convince on their ideas and thus are able to dominate discussion some time.

5. Extent to which the decisions taken in the meeting are implemented in time & right spirit.

No. of Respondents : 50

------------------------------------------------------------------------------------------------------------

Range of Implementation of decision in %

Respondents

------------------------------------------------------------------------------------------------------------

0 - 25

30

25 - 50

10

50 - 75

07

75 - 100

03

------------------------------------------------------------------------------------------------------------

Comments : The decisions taken are not fully implemented at right time.

QUESTIONNAIRE- NCL1. Designation. 2. Experience.

3. Education. 4. Department.

4. Do you know about 'Workers' Participation in Management' Scheme?

(a)Yes

(b)No

5. Are you a member of any union?

(a)Yes

(b)No

6. Are you satisfied with the participative forums exist in your organization?

(a)Yes

(b)No

8.Are you a member of any participative forum?

(a)Yes

(b)No

If Yes, mention the name.

9. What is the method of selection of representative of the participative forum?

(a)Nomination by management

(b)Nomination by union

(c)Election

(d)Voluntary Association

10. Do you see the minutes of the meeting?

(a)Yes

(b)No

11. How is the agenda decided?

(a)By management representative(b)By union representative

(c)By union & management rep.

(d)Any other method.

12. What is the method to arrive at the decision taken by Shop/Joint Council/other participate forums?

(a)Discussion

(b)Voting

(c)Unanimous

(d)Chair person decide

13.What kind of attitude is adopted by management/union representative in the meeting?

(a)Positive

(b)Negative

(c)Co-operate

(d)Pressure Mounting

14.How you decide the venue, day and date of the meeting?

.

15..How much time is taken to implement your demands?

(a)Day

(b)Week

(c)Month

(d)Year

.

18. Whether the decisions taken in the meeting are implemented?

(a)80-100%

(b)50-80%

(c)20-50%

(d)Below 20%.

19.How these participative forums help in your organization?

(a) In Production

(b) In Productivity

(c) In Working Condition

(d) In Welfare

(c) In Management Policies & Programmes

(d) In Future Plans

(e) In Improving Industrial Relations

(f) In Adopting New Technology.

20.To what extent participative management is helpful in achieving your organisational goals?

(a)Below 25%

(b)25-50%

(c)50-80%

(d)80-100%.

21. Any other suggestionCONCLUSION

After conducting a comprehensive study on WORKERS' PARTICIPATION IN MANAGEMENT at Khetri Copper Complex, I have come to the following conclusion :

1. Industrial Relation at Khetri Copper Complex between 1972 & 1978 were bad and tense which ultimately erupted into a general strike. However, since last 20 years management and labour relation are by and large harmonious with occurrence of any major strike or shut-down.

2. Apart from IR side there has been a gradual improvement in production, productivity, welfare measure, safety and other related areas.

3. It is apparent from the study that the success of W.P.M. at K.C.C. is largely from the fact that this public sector company introduced the schemes in response to its felt need rather than only out of any ministerial compulsion.

4. Reflecting a true sense of participation, union representatives have submitted to the proposal for economy in expenditure, scrap utilisation, energy conservation, timely procurement of materials etc.

5. Apart from the matters other areas like pertaining to safety, welfare, recruitment, environment and other allied issues have been discussed with the aim of sharing information and joint decision.

6. There is a general feeling among all that "Workers' Participation in Management" has contributed to the organisation and has given imputes.

7. The implementation of the decision taken in the various participative forums is left on the part of the management alone and at times the decision is not been implemented in the right time and right spirit.

8. There is a need to develop appropriate participative skills both for the managers and workers for this some experts and consultant should be obtained to share the experience of the other industry.

9. Workers initiative at some levels is not recognised and encouraged.

10. Trade union rivalry between recognised trade union and registered trade union exist.

11. Decision in Joint Council and Shop Councils meetings are arrived through negotiation and persuation.

SUGGESTION

After having gone through different aspects and operation of the scheme at KCC, I reach with my opinion through these following points are given some attention this scheme of W.P.M. at K.C.C. :

1. Registered Trade Union alongwith recognised Trade Union should have some way of representation in the participative forums and thereby the scheme may run in better way.

2. To develop appropriate participative skills e.g. leadership, inter-personnel relationship, problem identification and analysis regular training should be provided to the workers as well as the managers.

3. The domination of pressure groups which is for vested interests should be minimised.

4. Mis-conception about participation is a treat to power and authority should be removed from a section of managers.

5. Help of some expert or consultant should be obtained to sharp experience of other industries and explore possibilities of expanding it in other areas of management functions.

6. Decision taken in Shop Councils and Joint Council should be implemented fully to develop to trust of common workers in working of the participative forums.

7. Decision taken in various participative forums must be displayed on the notice board of the company for information of the common employees, so that they get motivated and involved in the process of co-operation, trust and confidence building.

8. Responsibility of implementing decision taken in various participative forum should be equally share by workers representative also should not be left to the management alone.

9. Workers participative should be extended in other areas of policies and programmes like planning, diversification, control, inspection etc. to control mistrust.

10. Suggestion scheme which is already in operation should be made more familiar attractive and useful to get more and more employees involved in the function of management.

11. All the points and minutes are coming from workmen side, why should management not put any problems to the workmen representatives.

12. All the trade unions irrespective of their rivalries, idealogies and difference must co-operate in their own way of giving suggestion and help in achieving organisational goals.

13. While direct participation exist, but they should be some forum created were indirect participation is encouraged, so that common workers come and giveethier ideas.

DEPARTMENT / SECTION-WISE MANPOWER AS ON 01.06.02

DEPARTMENT

EXECUTIVE

WORKMEN

---------------------------------------- ------------------ ------------------

-KCC MINES

65

953

-K.C.M.

64

850

-CONCENTRATOR

29

259

-SMELTER

49

403

-REFINERY

25

287

-A & F

22

220

-MECHANICAL

08

161

-ELECTRICAL

15

117

-CIVIL

15

78

-INSTRUMENTATION

11

49

-P.P.C.

03

17

-PERSONNEL

10

48

-ADMINISTRATION

17

162

-HOSPITAL

19

122

-MANAGEMENT SERVICES

15

11

-R & D

26

41

-PURCHASE & MATERIALS

13

53

-FIRE & SAFETY

05

13

-TRAINING

05

14

-FINANCE

17

43

---------------------------------------- ------------------ ------------------T O T A L :

433

3901

----------------------------------