A RESEARCH STUDY ON

INDUSTRIAL RELATIONS
IN WARIVO MOTOR INDIA PVT. LTD.

Summer Internship Project

Submitted in partial fulfilment for the award of

degree
of
Master of Business Administration
Session 2023-25

SUPERVISED BY: SUBMITTED BY:

Dr.Shikha Nainawat Bhupesh Kumar Gurjar
Exam Roll No:
MBA SEM - 3 rd

R.A. PODAR INSTITUTE OF MANAGEMENT

FACULTY OF MANAGEMENT STUDIES
UNIVERSITY OF RAJASTHAN
J.L.N Marg, Jaipur -302004
 SUPERVISOR CERTIFICATE

This is to certify that Mr. BHUPESH KUMAR GURJAR, has completed

her project work entitled “A RESEARCH STUDY ON INDUSTRIAL
RELATIONS AT WARIVO MOTOR INDIA PVT. LTD.” For the partial
fulfilment of the M.B.A. (CORE) degree offered by R.A. Podar Institute
of Management, University of Rajasthan, Jaipur during the
academic year 2024-25 under my supervision & guidance.

Date: Signature of the

supervisor
Dr. Shikha Nainawat

R.A. PODAR INSTITUTE OF MANAGEMENT

FACULTY OF MANAGEMENT STUDIES
UNIVERSITY OF RAJASTHAN
J.L.N Marg, Jaipur -302004

DECLARATION
I hereby declare that the summer training report entitled “INDUSTRIAL
RELATION" at "WARIVO MOTOR INDIA PVT. LTD. ”, submitted in the
partial fulfilment for the award of Master of Business Administration at
R.A. Podar Institute of Management, Faculty of Management Studies,
Jaipur, is an authentic record of work carried out by me in the academic
year 2023-25. The matter embodied in this summer training report has
not been submitted for the award of any other degree or diploma.I have
not copied it from internet / any other source. I am fully responsible for
originality of my project report.

Date: Name: BHUPESH KU GURJAR

Place :
 ACKNOWLEDGEMENT

It is really a matter of pleasure for me to get an opportunity of

expressing my gratitude to all the people who contributed indirectly and
directly in successful completion of my summer internship project (SIP)
on HUMAN RESOURCES.
I am thankful to "Mr. Rajat Goyal" for guiding me through this project and
continuously encouraging me. It would not have been possible to
complete this project without her support.
I am also thankful to all the faculty members of R.A. Podar Institute of
Management, Jaipur" and particularly my mentor " Dr. Shikha
Nainawat" for helping me during the project.
Finally, I am greatful to my family and friends for their unending support.

BHUPESH KU GURJAR
M.B.A 3 rd SEM

CONTENTS
SR. NO CONTENT PAGE NO
1. Chapter 1:EXECUTIVE SUMMARY
2. Chapter 2:INTRODUCTION
3. Chapter 3:INDUSTRIAL RELATIONS
4. Chapter 4:COMPANY PROFILE
5. Chapter 5: INDUSTRIAL RELATIONS AT
WARIVO MOTOR INDIA PVT. LTD.
6. Chapter 6:RESEARCH DESIGN
7. Chapter 7:ANALYSIS OF INDUSTRIAL
REL ATION IN WARIVO MOTOR
INDIA PVT. LTD.
9. Chapter9:SUGGESTIONS
10. Chapter 10:CONCLUSION
11. Chapter 11:BIBLIOGRAPHY
12 :QUESTIONNAIRE

EXECUTIVE SUMMARY
 The success is depend upon the people who working in the
organisation. Famous Japanese Management Industrialist Komusuke
Mutsuhito said that “People before Product”. It implies that, to make
good marketable products, we need to first invest in people and
rewarding them plays a very important part in industry. Thus, I selected
WARIVO MOTOR INDIA PVT. LTD.which is one of the most reputed and
big organisation for my project.
This project work entitled “INDUSTRIAL RELATION SYSTEM” at
WARIVO MOTOR INDIA PVT. LTD. . The idea behind selection of this
project is mainly due to its nature and importance in the overall HUMAN
RESOURCE of any organisation.
In this project work the main emphasis is given to find out:
Different area and challenges in managing the IR system in WARIVO
MOTOR INDIA PVT. LTD.
The way of the research is based on personally construct
questionnaire, personal interview with the employee and executives of
the organisation.
After completing of this project, I find WARIVO MOTOR INDIA
PVT. LTD has a well-defined IR policy.

INTRODUCTION
WARIVO MOTOR INDIA PVT. LTD is a wide organisation when talking
about HR functions. This is an organisation which not only looks into
achievement of company target but also progress and all round
development of their employee. The HR activity starts with formation of
recruitment plan till the retirement and continues with after retirement
clearances and formality. So an employee needs to be sophisticated to
produces the product and give competitive advantage in terms of Human
Resource.

HR functions of WARIVO MOTOR INDIA PVT. LTD

1. Recruitment- Recruitment at non-executive post as recruitment for
executive post is done by DALMIA CEMENT (BHARAT) LIMITED, the holding
company. It is very important function of any organisation.
2. Selection
3. Training
4. Performance appraisal
5. Industrial relation- It is a wide HR function. Specially DALMIA
CEMENT (BHARAT) LIMITED practices it in a vital way. This is a HR function
which aims at maintenances of employees, employee and employer
relation.
This includes:
a) Grievance handling
b) Discipline and disciplinary actions
c) Collective bargaining
d) Employee participation in management
OBJECTIVES OF RESEARCH

1. To know the role of industrial relation in the growth of organisation.

2. To find the factors affecting the industrial relation in the organisation.
3. To know the role of management, employee in industrial relation.
4. To know the importance of maintenance of discipline in the
organisation.

Industrial Relations
Introduction

Industrial relations have become one of the most delicate and

complex problems of modern industrial society. Industrial progress is
possible without cooperation of labours and harmonious relationships.
Therefore, it is in the interest of all to create and maintain good relations
between employees(labour) and employers (management)

Concept of Industrial Relations

An industry has two main components: management (including
the owner or the capitalist) and labour. The concept if industrial relations
may be said to have come into being with the need to manage the
relations between labour and management in industry. The need
emerges because one side there is management that invest money and
procures various inputs with the objective of reaping profits, while on
other side, there is labour that toils hard for the production of goods and
services and get compensation in return. Their objectives may
sometimes clash with each other and such a situation may prove to be
detrimental to the interest of not just the two parties involved but that of
the community as a whole. However, if they work in harmony, the
outcome of the efforts of labour and management may contribute to the
development of the economy and would benefit the entire community.
 The concept of industrial relations is characterised as collectivist
and pluralist in nature.it has been traditionally viewed as the relationship
between employers and their representatives and workers and their
representatives, emerging out of work. However, the modern approach
to industrial relations includes not only the relation between employers
and workers but also processes like –organising of workers, worker’s
participation in management in decision making, dispute settlements,
collective bargaining etc. Many scholars have viewed industrial relations
in a narrow sense and have focused on specific aspects of this
relationship. Flanders, a British industrial relation scholar, defined
industrial relation as “ a study of the institution of job regulations.” Hyman
considered “struggle for power” as an inherent feature of industrial
relation and proposed industrial relation as” the study of processes of
control over work relations”, with focus on collective actions of workers’
organisations.
The economic, political, social and technological environment of a
country affects its industrial relations framework. Work and workplace
are effected by norms, rules, and regulations created by various
institution and organisations. The institutions which devise and
implement this network of rules are an important component in the study
of industrial relations. Thus industrial relations cannot be separated from
the institutional framework, which is mainly made up of government
agencies responsible for creating polices and rules governing industry
and labour. The involvement of government agencies give rise to
tripartite nature of industrial relations, with labour, management and the
state as the three actors.
In India, industrial disputes on wages, employment conditions,
working conditions, retrenchment, lay-off, production, etc. may be
resolved through bipartite processes with involvement of both workers
and management. But when it is not possible to resolve disputes at this
level, the state intervention is to achieve cooperation and social justices.
The state also acts as a regulatory body for industrial relations in India.

History Of Industrial Relations In INDIA

The history of industrial relations in India can be understood by
dividing it into two phase: pre-Independence phase and post –
Independence phase.

Pre – Independence Phase

The history of industrial relation in India can b trace back to the time
of emergence of industries. IN India beginning of modern industries was
during the mid-nineteenth century. Indigo plantations, established in
1831, may be said to be the first industry in India. Later, a cotton mill was
established in 1851 in Bombay and jute manufacturing was started in
1855 in Calcutta.
During the early phase of industrialisation there was a clear divide
between capitalist and labour. capitalists or employers were in a
commanding position; their sole concern was to earn and maximise
profits. Workers were treated merely as tools of production. They
subsisted on meagre wages, had long working hours, and lived in poor
conditions; there were hardly any laws to protect them to get ride of such
poor and living working conditions, workers gradually begun to organise
themselves and protest against the atrocities inflicted upon them by the
employers. This led the seeds of trade unionism. The year 1860 marked
the beginning of labour unrest in India to protest against the oppression
of indigo cultivators in Bengal, followed by instances of labour unrest
observed in Nagpur Bombay and Surat.
Enactment of the factories Act, 1881 was an important milestone in
evolution of industrial relation.in 1890 the first worker’s association,
named Bombay Mill Hands Association was established with the efforts
of N.M Lokhande.
The trade unions act came into existence in 1926 for provisions
regarding registration of trade unions. The world war 1 (1914-1918)
resulted in price rise, which enabled employers to generate profits.
However, since wages remained the same, workers had to face a
situation of economic distress. Labour unrest increased and a number of
sticks took place, prominent amongst which were the strikes of workers
of Textile labour association Ahmedabad in 1917, led by Mahatma
Gandhi and the strikes at Madras by workers of BUCKINGHAM AND
CARNATIC MILLS IN 1910 and 1921.The formation of international
labour organisation in 1919 gave a boost to the labour movement.
Establishment of All India Trade Union Congress in 1920. Workman’s
compensation Act, 1923 was enacted the economic depression of 1929
worsened the conditions of workers as a result labour unrest grew and
there were a number of strikes and lock-outs deteriorating labour
management relations. Governments intervention during this period to
control labour unrest was the beginning of the tripartite nature of
industrial relations.
The second world war again resulted in price rise, profits for
capitalists, and poor living conditions for labour. since the establishment
of tripartite consultative machinery in 1942, The Indian National Trade
Union Congress was formed in 1947. A number of legislations were
enacted during this phase, including the industrial Employment
(Standing Orders) Act,1946, and the industrial Disputes Act, 1947.

Post-Independence Phase
A tripartite Conference was convened in 1947 in which Industrial
Truce Resolution was adopted. It required management and labour to
agree to maintain industrial peace and prevent any work stoppages
during next 3 years to promote industrial growth.
 The labour relations Bill of 1950 introduced the concept of collective
bargaining. The first five-year plan (1951-1956) emphasised on
achieving industrial peace. It also mentioned about methods of settling
disputes between labour and management, need of grievance procedure
and importance of works committees.
The second five-year plan (1956-1961) evolved norms, codes and
methods for achieving harmony and discipline in industry (joint
management in 1958 was evolved, Indian labour conference held in
1957, the code of Discipline was evolved in 1958, worker’s education
scheme was also initiated in 1958 to support industrialisation). Third
Five-year plane (1961-1966) Chinese Aggression, industrial resolution
adopted in 1962, central wage boards, safety councils and the Model
Grievance Procedure were initiated, Appointment of first national
commission of labour. Fourth five-year plan (1969-1974) political
interference in trade unions, government declared emergency in 1975,
right to strike suspended.
New Industrial policy in 1991 liberalisation of economy workers
considered as equal partners in economic growth and emphasised on
skill development of workers.

COLLECTIVE BARGAINING
Collective bargaining is a process of negotiation between employers and
a group of employees aimed at reaching agreements to regulate working
conditions.
The interests of the employees are commonly presented by
representatives of a trade union to which they belong.
Both the parties must decide an appropriate time and set a proper
climate for initial negotiations.

TRADE UNIONS
Trade unions are voluntary organisation of workers as well
as employers formed to protect and promote the interest
of their members.
Trade unions means any combination whether temporary
or permanent form primarily for regulating the relation
between employer and
employer, employer and workmen, workmen to workmen.
Objectives of trade unions

a. To improve the economic life of employees by securing

them b. to protect the interests of the employees
c. to secure better working conditions for the workers.

TRADE UNION ACT

An act to provide for the registration of Trade Unions and

in certain respect to define the law relating to registered
Trade Unions

In india Trade Unions in India are Registered under the

Trade Union Act 1926. Trade unions are interested in the
economy and social welfare of the works.

ENACTMENT DATE – 25/03/1926

ENFORCEMENT DATE – 01/06/1927

REGISTRATION OF TRADE UNION

 Appointment of registrars
 Mode of registration
 Application for registration
 Provisions to be contained in the rules of a trade union
 Power to call for further particulars and to require
alteration of
name
 Registration
 Certificate of registration

RECOGNITION OF TRADE UNION

Recognition is different from registration. Recognition is

provided to that union which comprises of more than 50%
of the employees in that establishment as its members.
It is the employer who awards recognition to one or more
unions or refuses such recognition.

METHODS OF RECOGNITION

1) Membership verification- in this organisation asks each

employee individually whether they want to be a part of
the union or not and if so which union.
2) Check off – employees are asked to state in writing they
belong to a union and if which union.
3) Secret ballot- it enables employees to exercise their
option secretly without fear and favour.
4) Code of discipline- The management signs an
agreement with the recognised union which stipulates dos
and don’ts.

WORKERS PARTICIPATION IN MANAGEMENT

WPM refers to participation of non- managerial employees

in the decision making process of the organisation. The
aim of WPM is to enable both sides to come together in
order to increase productivity and a sense of responsibility
among employees.

OBJECTIVES OF WPM

 Establish industrial democracy

 Satisfy the workers social and esteem needs  Raise
level of motivation among workers
 To strengthen labour management cooperation 
Maintain industrial peace and harmony

LEVELS OF PARTICIPATION

 Information participation

 Consultative participation
 Associative Participation
 Administrative Participation
 Decisive Participation

FORMS OF PARTICIPATION

 Collective bargaining
 Joint consultation
 Work council
 Joint management committees and councils
 Boarder presentation

Employees’ participation in decision making in day-to-day

affairs as well as corporate planning up to a certain level
with the management, paves the way for achieving
corporate goal.

INDUSTRIAL DISPUTES

Industrial disputes means any dispute or difference

between employer and employer, employer and workmen,
workmen and workmen in connection with employment or
non- employment or terms of employment or condition of
labour.
Enacted date- 11 March 1947, Commenced date- 1 April
1947
The industrial dispute act ,1947 has been described as the
latest milestone in the industrial development in India.
The objectives of industrial disputes are to encourage
good relations between labours and industries, prevent
unauthorised strikes and lockouts, to provide a committee
for dispute settlement between industry and labour.

AUTHORITIES UNDER INDUSTRIAL DISPUTE ACT

a) Works committee
b) Courts of inquiry
c) Labour courts
d) Industrial tribunals
e) National tribunals
f) Conciliation officer
The appropriate government by notification constitute one
or more industrial tribunals for the adjudication of industrial
disputes relating to any matter. A tribunal shall consists of
one person only to be appointed by the government.
National tribunals are constituted by the central
government

GRIEVANCE REDRESSAL SYSTEM

It is a system where disputes of non-executives

employees are resolved. All labour agreement contain
some form of grievance procedure. And if this procedures
are followed strictly, any form of disputes can be solved
easily.
A grievance may be known as an employee dissatisfaction
or feelings of personal injustice relating to his or her
employment relationship.
Conditions giving rise to grievances are;
 Violation of law
 Violation of the intent of the parties
 Violation of company rules
 Change in working conditions
 Violation of healthy and safety standards

GRIEVANCE REDRESSAL MACHINERY

Setting up of grievance redressal machinery;

I. Every industrial establishment employing twenty or more
workmen shall have one or more grievance redressal
committee for the resolution of disputes.
II. It shall consist if equal number of members from the
employer and workmen
III. The chairman of the committee shall be selected
should be changed every year
IV. Total number of members of the committee should not
exceed six.
V. It should complete its proceedings within thirty days on
receipt of a
written application.
VI. The workmen who is aggrieved of the decision of the
committee
 may prefer an appeal to the employer against the
decision.

Objectives of Industrial Relation

1.To bring better understanding and cooperation between

employers and workers.
2.To establish a proper channel of communication between
workers and management.
3.To avoid industrial conflicts and to maintain harmonious
relations.
4.To increase the morale and discipline of work.

Scope of Industrial Relation

The scope of industrial relations includes all aspects of

relationship such as bringing cordial and healthy labour
management relations, creating industrial peace and
developing industrial democracy.
The cordial and healthy labour management relations could be
brought in-
• Labour relations
• Employer- employee relation
• Community or public relation
Importance of Industrial Relation
• It establishes industrial democracy.
• It contributes to economic growth and development of
organisation.
• It improves morale of the work force.
• It discourages unfair practices on the part of both
management and unions.

Way of Good Industrial Relation

• Top management support.
• Providing satisfactory working conditions and payment of
fair wage.
• Introducing a suitable system of employee’s education and
training.
• Developing proper communication system between
management and employees.
• To ensure better working conditions, living conditions and
reasonable wages.
 COMPANY PROFILE

Warivo Motor India Private Limited is a Private company incorporated on 19

December 2018.Warivo Motor India Pvt Ltd is a pioneer in the electric mobility
industry, based in Haryana, India It is classified as Non-government company
and is registered at Registrar of Companies, Ahmedabad. Its authorised share
capital is Rs. 20,000,000 and its paid up capital is Rs. 16,685,000. It's NIC code
is 749 (which is part of its CIN). As per the NIC code, it is involved in Business
activities n.e.c.. They are dedicated to creating innovative, reliable, and eco-
friendly transportation solutions that cater to the diverse needs of Indian
familles, there state-of-the-art e-bikes and scooters are designed to provide
unmatched comfort and performance, ensuring a smooth and enjoyable ride for
all. “ They are currently present in most of the states across India and are
looking forward to expand there presence in every state of the country.”
Warivo Motor India's Annual General Meeting (AGM) was last held on N/A and
as per records from Ministry of Corporate Affairs (MCA), its balance sheet was
last filed on 31 March 2023.
Directors of Warivo Motor India are GOEL RAJEEV SATISHKUMAR, RAVI
KUMAR, SANJAY KUMAR ., NEETU GARG and . YUVRAJ.
Warivo Motor India's Corporate Identification Number (CIN) is
U74999GJ2018PTC142747 and its registration number is 142747. Users may
contact Warivo Motor India on its Email address - md@warivomotors.com.
Registered address of Warivo Motor India is C-602, OM ICON, VIP ROAD,
VESU, , Surat, Gujarat, India - 395007.

MISSION, VISION AND OBJECTIVES OF WARIVO MOTOR INDIA

PVT. LTD

Vision
To revolutionise urban mobility with innovative, sustainable and reliable
electric solutions that enhance the quality of life, while fostering
creativity, challenging conventional norms and pushing the boundaries of
what is possible.
Mission
To lead electric mobility industry by delivering cutting-edge, eco-friendly
products that prioritise comfort, precision and reliability. We are
committed to excellence in service, driving growth for our partners and
empowering our customers with innovative transportation solutions that
reflect the dynamic spirit and potential of India.
Values
Constantly generating innovative ideas and solutions assuming
reasonable challenges be guided by: Honesty, Transparency, Integrity &
Fair Play. Be passionate & determined in our objectives & core beliefs to
achieve customer satisfaction & delight.

Leadership
 INDUSTRIAL RELATIONS AT WARIVO MOTOR PVT. LTD.

The concept of IR has been now a day extended to denote the relations of the
state with the employers, worker and their organisation. The subject therefore,
includes individual relations and joint consultation between Employers &
Workers at their place of work. Collective relation between Employer and their
organisation.

The WARIVO MOTOR INDIA PVT. LTD Management believes that its
success in achieving the organisation goal largely depends on effective
participation and involvement of the workmen. For this WARIVO MOTOR INDIA
PVT. LTD. management has introduced worker’s participation scheme at Project/
Area and company levels to deal with the matter concerning to Production,
Productivity, Cost Control, Safety, Statutory and Non-statutory welfare
measures.

Under the above scheme different dipartite committees are functioning at

Unit, Area and Company level in which the workers are represented through
their representative functioning in the company. This is not only helps in
resolving the day to day grievances of the workers and maintaining the cordial
industrial relation in the company but it also helps in optimum utilization of
resources like manpower, equipment, materials etc. to improve the production,
productivity and financial health of the company.

Meetings are also held time to time with the Associations and
representatives who are not covered under IR system to resolve the grievances
of the workers at all levels.

AREAS COVERED UNDER THE STUDY OF INDUSTRIAL RELATION

AT WARIVO MOTOR INDIA PVT. LTD
• Grievance Procedure
• Discipline Procedure
• Trade Union
• Workers Participation in Management
 • Industrial conflicts and Disputes

• GRIEVANCE PROCEDURE

Grievance is any discontent or dissatisfaction, weather expresses or not,

whether valid or not, and arising out of anything connected with the
company that an employee thinks, believes, or even feels as unfair,
unjust, or inequitable.
A Grievance Redressal System exist in WARIVO MOTOR INDIA
PVT. LTD through which the workers of unit level raise their grievance
verbally or in written to Hr Heads and General Managers. There after
their grievance is hard and same is redressed on spot while some
grievance is referred to concerned deptt. For examination and redressed
in consultation with line management as per their DOP. In addition to this
WARIVO MOTOR INDIA PVT. LTD also introduced “EMPLOYEE
SUPPORT SCHEME (ESS)” for redressal of grievances of workers.
Through ESS, employees/ ex-employees can send their grievance either
through Toll Free Number, e-mail, Letter by courier/ post or by personally
meeting CMD and Dir. (personal).

EMPOLYEE SUPPORT SCHEME

OBJECTIVE
I. To provide single window redressal of grievance/ difficulty of the
employees/ ex-employees.
ii.To establish direct communication channel between Chief Executive
and FDs with employees at grass root.
iii.To impart a sense of company care for its employees.

FEATURES
• Employees/ ex-employees are encouraged to send their
grievance.
 • General Manager Hr, WARIVO MOTOR INDIA PVT. LTD&
Executive Director (personal), WARIVO MOTOR INDIA PVT.
LTD. will hold grievance redressal once in a month in the
office WARIVO MOTOR INDIA PVT. LTD .
• Employees may meet General Manager Hr and Director
(personal), WARIVO MOTOR INDIA PVT. LTD on the
prescribed date and time which will be given in WARIVO
MOTOR INDIA PVT. LTD. Notice Boards of areas and HQs.

In general grievances fall under the following categories in WARIVO

MOTOR INDIA PVT. LTD

• Promotion related (matters related to supersession promotion,

seniority and fixation of pay)
• Compensation related (issues on increment, payments and
recovery dues)
• Amenities related (like inequitable distribution entitlement and
medical benefits)
• Service matters related (like transfers, continuity of service and
superannuation)
• Disciplinary actions related (including punishment, fines and
victimisations)
• Nature of job related (like allocation of job)
• Condition of work related (like safety and hazards)

Methods of Discovering Grievances in WARIVO MOTOR INDIA PVT.

LTD

• Direct Observation
In this method a manager generally observes any change in the
behaviour of subordinates affecting their performance. Example of
changes in behaviour may include absenteeism indiscipline, lack
of enthusiasm at work, etc.

• Gripe Box

In WARIVO MOTOR INDIA PVT. LTD employees are apprehensive

of expressing their grievances in fear of facing the wrath of the
management. Under such circumstances the gripe box method is
particularly useful, as it encourages an employee to provide
information without the fear of being reprimanded or victimised.

The Gripe box is a facility to employees to file complaints about

anything that is causing dissatisfaction, maintaining their
anonymity. In Dalmia Cement (Bharat)Ltd these boxes are kept at
prominent locations in the organisation or factory premises for the
convenience of employees to express their feelings or opinion
about any aspect of the organisation.

• Open Door Policy

In this technique At WARIVO MOTOR INDIA PVT. LTD employees

are encouraged to enter a manager’s chamber and express their
grievance…

• Exit Interview
When an employee leaves WARIVO MOTOR INDIA PVT. LTD for
better opportunities, it often intrigues the management as to what
 instigated the employee to leave the present job. An exit interview
as useful source of information on such reasons.
These interviews are nothing but interactions between the
departing employee and management. The outcome of such
interviews can provide valuable insights into what are the problem
area which compel an employee to leave, and in what all areas of
the organisation needs improvement.

PROCESS OF REDRESSAL OF GRIEVANCE

I. The grievance received will be personally looked into by General

Manager and Executive Director, WARIVO MOTOR INDIA PVT.
LTD and as possible redressal on spot would be extended on the
point. In case of grievance requiring examination, an inter-in reply
on the spot would be given to the employees and grievance would
be examined within 15 days and redressal done in next 15 days.
ii. List of grievance received and redressed would be exhibited in
WARIVO MOTOR INDIA PVT. LTD Website/Notice Board of all the
areas and HQs.

• Discipline

An organisation, whether a club, a school, a factory or an office,

has to have a framework of policies, rules and regulations to carry
on its tasks. These are necessary to enable it to function in an
orderly way.
Employees must not only work together as a team to achieve
organisation and conduct themselves in accordance with the
standards of acceptable behaviour
Discipline refers to the process of systematically conducting of
business by the organisational members who regulate their
behaviour in accordance to the established rules and norms of the
organisation.

WARIVO MOTOR INDIA PVT. LTD management believes that its

success in achieving the organisation goal largely depends on
effective discipline. For this WARIVO MOTOR INDIA PVT. LTD
management always try to maintain discipline in the organisation.

Disciplinary Procedure of WARIVO MOTOR INDIA PVT. LTD

In WARIVO MOTOR INDIA PVT. LTD the disciplinary procedure is

initiated by a complaint against indiscipline of the employee
concerned adverse to the interest of the company. Here in the
organisation. Before starting the process of discipline organisation
holds preliminary enquiry to know if a prima facie case of
indiscipline and misconduct exist or not.
Thereafter the management enquire into the misconduct. On
examination both the sides of the case, the management
ascertains if there is a prima facie care for chargesheet, in which
case, the accused must be chargesheeted.
If the offence committed only of minor magnitude, the employee
may be excused or given warning orally or in writing. When an
employee is alleged to have committed any of the offence
mentioned in the standing orders or service rules or under
common law, the departmental manager makes a repot, indicating
action recommended.
Once the prima facie case of misconduct on the part of the
concerned employee is established, the management proceeds to
issue a chargesheet to Charged employee. After this on the receipt
of the written statement of defence from the charged officer against
the chargesheet served the explanation furnished be considered
by the management. in case if the reply is found to be satisfactory,
there is no need to proceed with the indiciplinary case and the
 chargesheet be gets withdrawn on the basis of facts showing
innocence of the employee. If the management will be not satisfied
with the employee expiation, it can be proceeding with the
disciplinary enquiry. If in case the charge against the delinquent
employee is grave and of serious nature, a suspension order may
be server on the employee along with the chargesheet. If the
employee is found guilty after the enquiry then the employee will
gets fined, Transfer or Demotion & Written warning.

Actions Punishments
Minor Misconduct Verbal Warning
Repeated Minor Misconduct Written Final warning

Serious Misconduct Transfer or Demotion

Repeated Serious Misconduct Dismissal

• Workers Participation in Management

Worker participation in management is as sharing of decision-

making power through their representatives in the entire range of
activates of an organisation, by direct or indirect involvement.

Need of WPM
• Sharing of power
• Stimulate cooperation
• Increase labour management communication
• Empowerment of employees
• Promotion of industrial peace
 • Productivity and labour improvement

At WARIVO MOTOR INDIA PVT. LTD workers participates in

management in forms of works committee, Collective
Bargaining Suggestion schemes .

• Industrial Conflicts and Disputes

Reasons for conflict
• Conflicts is natural and inevitable because organisation
are composed of individuals with different and
divergent values, goals and perception.
• Faulty polices and structure of the organisation leading
to blockage in communication.

Factors Responsible for organisational conflicts at WARIVO

MOTOR INDIA PVT. LTD are: -
Industry related factors: - industrial related polices of
practices pertaining to employment, wages, hours of work,
terms and conditions of employment, the growing
intervention of political parties, inter union rivalry, clashes
within unions, change in ownership of establishment.

Process of Settlement of Industrial Disputes and conflicts at WARIVO

MOTOR INDIA PVT. LTD are: -
• The simplest way to settle any dispute between workers and
management is bye through mutual discussion or Collective
Bargaining.
• If such bargaining process faces obstacles, then the parties
involved settles the disputes with the methods of conciliation and
arbitration.
 RESEARCH DESIGN

Research design stands for advance planning of method to be adopted for

collecting the relevant data and the techniques to be used in analysis, keeping in
view the objectives of the research. The type of research design used in this
project was descriptive and diagnostic. Descriptive research is the type of study
which is concerned with describing the characteristics of a particular individual,
or group whereas diagnostic research studies determine frequency with which
something occurs or its association with something else. In this project I am
studying the impact of training on performance of employee. Which is
determining behaviour or a characteristic i.e. impact of training on settlement
of issue and industrial relation
.
SAMPLE DESIGN
This is the way of representation of sample. It is of two types‟ probability and
non-probability sampling. Non-probability sampling is sampling procedure
which is done without any basis and it-is done deliberately. While probability
sampling uses basis for sampling. Probability sampling is also called as random
sampling. In this project I have used random sampling and type of random
sampling used is cluster and area sampling.
SAMPLE SIZE

The sample size surveyed was 20 employees. Questionnaire was prepared and data
was collected through survey.
 ANALYSIS OF INDUSTRIAL RELATION AT WARIVO
MOTOR INDIA PVT. LTD

For objective: 1

To know the role of Industrial Relation in the growth of organisation.

According to questionnaire:
From question no. 2
Are you satisfied with the IR system prevailing in WARIVO MOTOR INDIA PVT.
LTD?

• Yes

• No

Sample size 20
No of respondent, (a) 16
No of respondent, (b) 4

ANALYSIS- Result show that 80% people are satisfied with the IR system and
20% are not. A large number of employees are satisfied with the IR system oF
WARIVO MOTOR INDIA PVT. LTDf .

No of respondent, (a)
No of respondent, (b)

From question no. 3

Are you satisfied with your wages?
a)0-40%

b)40-60%
c)60-80%

d)80-100%

Sample size 20
No of respondent, (a) 0
No of respondent, (b) 10
No of respondent, (c) 6
No of respondent, (d) 4

ANALYSIS-:

This show that only 20% employees are highly satisfied with their wages, where
as 30% are quite satisfied, 50% employee have less satisfaction with their
wages. A large number of employees have less satisfaction. It may reduce their
performance level.
No of respondent (b)No of respondent (c)No of respondent (d)

From question no. 11

Do your relationship with superior, peers, and subordinates affect your
performance?

a) Yes

b)No

c)Sometime

Sample size 20
No of respondent, (a) 10
No of respondent, (b 6
No of respondent, (c) 4

ANALYSIS-:

The above chart show that 50% employees believe that the relationship with
superior, peers, and subordinates affect their performance, where as 20%
believes it affects to some extent and 30% believes it affect not at all. So the
relationship with superior, peers and subordinates have greater impact in the
performance of the employees. So, these relations must be healthy and
harmonious for the growth of the organisation.

From question no. 10

Are you satisfied with the working environment of Dalmia cement (Bharat)
Ltd?

a)Yes

b)
Sample size 20
No of respondent, (a) 15
No of respondent, (b) 5

ANALYSIS-:

This figure shows 75% are satisfied with the working environment and 25% are
not. That means employees are provided good condition and safety measures of
work and work place, which boosts their productivity and ultimately the
productivity of the organisation.

From question no. 9

Are you satisfied with the promotional policy of Dalmia Cement (Bharat) Ltd?

a) Yes

• No

Sample size 20
20No of respondent, (a) 8
No of respondent, (b 12
ANALYSIS-|:

This figure show only 40% employees are satisfied with the promotion policy of
the company, where as 60% are not satisfied with the promotional policy of the
company. So company should adopt modern policies of promotion rather than
being carried out the traditional one.

SUGGESTIONS

Suggestion to improve Industrial Relation: -

1.Management must change their wages policy for employee satisfaction.

2.Management need to more improve their working environment for satisfaction

of employee and development of organisation.

3.Management should change their promotion policy for better job satisfaction.

4.All basic policies relating to industrial relation should be clear to everybody.

5.Management should encourage right kind of union leadership.

6.Mushroom growth of trade union should be discouraged through recognition

major operative trade union on the basis of their strength.
 CONCLUSIONS

The industrial relation, also known as an employment relationship, is the

versatile academic field that studies the employment relation, i.e. the
complex interaction between employer and employees, labour/trade
union, and employer organisation and state. Also, it is observed that
a good industrial relation increases the efficiency of workers
and eventually increases the productivity of an organisation.

WARIVO MOTOR INDIA PVT. LTD is respected for its ability to enhance
harmonious relationship between the workforce and the management by
working towards a common set of goals and objectives.
Every employees working in WARIVO MOTOR INDIA PVT. LTD has a sense of
commitment towards their work ethics reflected in achievement of their tasks
and target with quality and cost.
A good industrial relation practices plays a very important role in any
organisation. All the formats are designed considering the needs of various
relation between employers and employees.
As I did my Research in WARIVO MOTOR INDIA PVT. LTD , I came to know a lot
many things which were followed here in this organisation. I came to know
each and every things regarding industrial relations practices.
Due to this project I came to know the relationship between employers and
employees in an organisation.
 BIBLIOGRAPHY
• Human Resources Management : k. Ashwathapa
• Industrial Relations And Labour Laws : Piyali Gosh
• Website of WARIVO MOTOR INDIA PVT. LTD
• WWW.google.com
• Company Records and brochures
 QUESTIONNAIRE

STUDY ON INDUSTRIAL RELATION IN WARIVO MOTOR INDIA PVT. LTD

QUESTIONNAIRE

1)Is there any IR system in WARIVO MOTOR INDIA PVT. LTD ?

• Yes

b) No
2) Are you satisfied with the IR system prevailing in WARIVO MOTOR INDIA
PVT. LTD?

a) Yes

b) No

3) Are you satisfied with your wages?

a) Yes

b) No

4) If yes, what is your satisfaction level?

A) 0- 40%

b) 40-60%

c) 60- 80%

d) 80-100%

5) Do you get your salary in time?

a) Yes

b) No
c)Sometime

d) Can‟t say

6) Is there any welfare facility provided to the worker?

a) Yes

b) No

d) Sometime

d) Never

7) If yes, what is your satisfaction level?

a) 0-40%

b) 40-60%

c) 60-80%

d) 80-100%

8) Are workers motivated by Award for good performance?

a) Yes

b) No

c) Sometime

d) Never

9) Are you satisfied with the promotional policy ofWARIVO MOTOR INDIA PVT.
LTD ?
a) Yes

b) No

c) Not yet

d) Can‟t say

If yes, what is your satisfaction level

?A) 0- 40%

b) 40-60%

c) 60- 80%

d) 80-100%

10) Are you satisfied with the working environment of WARIVO MOTOR INDIA
PVT. LTD ?

a) Yes

b) No

11) Do your relationship with superior, peers and subordinates affect your
performance?

a) Yes

b) No

c) Sometime

12) Is there any Grievance redressal system in WARIVO MOTOR INDIA PVT. LTD
?

a) Yes

b) No
13) If yes, what are they known as?

a) Tum Mere Sath.

b) Management Union Ke Sath.

c) Hum Apke Sath.

d) None of the above.

14) Are you getting medical facility whenever you want?

a) Yes

b) No

c) Sometime

15) Are you satisfied your Housing facility?

a) Yes

• No

16) If yes, what is your housing satisfaction in Dalmia Cement?

a)0-40%

b)40-60%

c)60-80%

d)80-100

DATE:- SIGNATURE