Tag Archives: HR

An Examination of the Relationship between Wage and Salary, Employee Satisfaction, and Organizational Performance in the Context of Globalization

Wage and salary is given to the employee for the work he has done for the organizational needs. There is meaningful relationship of wage and salary with the satisfaction or dissatisfaction of the employees. The performance of the employee and his production and productive capacity largely depends upon the wage and salary he is paid. Pertaining to the globalization and international change scenario. Today, the policy Since, there has been comprehensive change in the wage and salary dimensions makers insists on the Human Resource elements behind their achievement prospects and they are quite aware that as per the present scenario the market challenges can not be obtained without adequate wage and salary given to the employees.

Classification of field of work

1	Works	72
2	Non Works	12
Total		84

Grade Classified

SNo.	Class interval	No.	Percentage
1	S1-S3	10	11.9
2	S4-S6	28	33.3
3	S7-S10	34	40.5
4	E0-E6	12	14.3
TOTAL		84	100

Qualification Classified

SNo.	Qualification	No.	Percentage
1	Matric,ITI	23	27.4
2	Graduate	34	40.5
3	P.G.(+)	15	17.8
4	B.E. Dip (+)	12	14.3
TOTAL		84	100

Age Classified

SNo.	Class interval	No.	Percentage
1	20-30 (yrs.)	12	14.3
2	30-40 (yrs.)	20	23.8
3	40-50 (yrs.)	35	41.7
4	50 & above	17	20.2
TOTAL		84	100

Length of service classified

SNo.	Class interval	No.	Percentage
1	0-10 (yrs.)	14	16.7
2	10-20 (yrs.)	26	30.9
3	20-30 (yrs.)	35	41.7
4	30 & above (yrs.)	9	10.7
TOTAL		84	100

Different segments of the questions

Satisfaction with the Pay Packages
Social Security
Planning and Process of Wage Administration
Reliability of Management
Reliability of Trade Union
Possible factors of Dissatisfaction
Accountability and Dedication of the Employee

CONCEPT

The classification of this study in the following stages will determine the level of satisfaction or dissatisfaction of the employees of BSP on their Pay Packages. However, this phenomena has deviation during the course of time and different situations, yet the core significance of wage and salary remains unchanged and the work culture on. HR climate of the organization should be maintained sustainable to the objectives of the organization.

SALIENT FEATURES OF THE STUDY

Planning and Policy of wage salary administration

Execution of wage policy

Employees expectation and fulfillment of their motives

Reliability of management

Reliability and honest approach of trade unions on pay-fixation issues.

Social security, the prime concerned of the employee

Possible factors of dissatisfaction of the employees

Management and employees interface

Classification and Interpretation of the

Responses with graphical presentation

SEGMENT-I : SATISFACTION WITH THE PAY PACKAGE

TABLE–1 (Q.1) : Personal contribution in the production

SNo. Perception No. % 1 Highly Agree 55 65.5 2 Agree 28 33.3 3 Disagree 1 1.2 4 Highly disagree – – Total 84 100

As evident

Interpretation :

The employee gives his incredible mental or physical contribution in the process of production. In this context the employee should be given adequate remuneration which he deserves. This factor becomes more significant particularly in the process of heavy steel production and he starts thinking that he will be awarded justified wage or salary for the valuable contribution he has given.

About 65.5% respondents have opined that they are an important contributor in the process of production. About 33.3% of the total reply are also agreed with this opinion. Therefore, it can be said that about 98.8% fully agree or in the favour of this statement. Only, a very negligible number of respondents i.e. 1.2% are disagreed with the statement.

TABLE–2 (Q.2) : Organizational working condition is very tough

SNo. Perception No. % 1 Highly Agree 11 13.2 2 Agree 39 46.4 3 Disagree 29 34.5 4 Highly disagree 5 5.9 Total 84 100

Interpretation : As evident from

Interpretation :

The working condition in the steel plants are very hazardous and unsafe to the employees. Very often the employees who are working in such a complex situation expect high salary due to number of risk factors. And their expectations of wage and salary direct relationship with the working conditions.

About 59.6% (Fully Agree) respondents realized that the working condition of the plant is very dangerous and complex. And their expectation for salary will be equal to that table. But about 40.4% respondents who are disagreed with this statement. However, it will be interesting to see the reflection of theses factors on their level of satisfaction.

TABLE–3 (Q.3) : Satisfaction with the pay package and other benefits

SNo. Perception No. % 1 Highly Agree 15 17.8 2 Agree 39 46.4 3 Disagree 15 17.8 4 Highly disagree 15 17.8 Total 84 100

Interpretation :

This statement was given to assess the level of satisfaction of the employees for the salary they are being paid.

In this, regard it has been observed that a very high percentage of employees are either highly satisfied or satisfied with the salary and other facilities given to them by the organization.

About 64.4% (fully agree) respondents are in the favour of this statement. But there are 35.6% who are either dissatisfied or highly dissatisfied with their existing salaries.

TABLE–4 (Q.8) : Right salary paid to the employees for their hard work

SNo. Perception No. % 1 Highly Agree 14 16.6 2 Agree 38 45.2 3 Disagree 20 23.9 4 Highly disagree 12 14.3 Total 84 100

Interpretation : As evident from

Interpretation :

BSP employees are committed for comprehensive effort to fulfill the objectives of the organization. In this regard, they have to face quite difficult challenges to fulfill the organizational goals.

This statement has been widely accepted by 61.8% (Fully Agree) respondents, but quite a good number of employees (38.2% i.e. Totally Disagree) do not find that they are properly paid for their hard work.

TABLE–5 (Q.9) : Comparatively high salary with the salary of other organisation

SNo. Perception No. % 1 Highly Agree 3 3.6 2 Agree 38 45.2 3 Disagree 41 48.8 4 Highly disagree 2 2.4 Total 84 100

Interpretation : As evident from

Interpretation :

The emergence of private companies, M.N.C and corporate sectors has brought new concept of salary and perks. The Government Organisations are inflexible in this regard. This factor has also brought conceptual change among the employees.

About 48.8% (Fully Agree) find it they are being paid high salaries in comparison to the other organisations. But 51.2% (Totally Disagree) respondents has revealed that rather low salary in being paid to them in comparison to the other organsiation.

SEGMENT-II : SOCIAL SECURITY

TABLE–6 (Q.10) : Confident to take care of the family with the existing salary

SNo. Perception No. % 1 Highly Agree 7 8.3 2 Agree 56 66.7 3 Disagree 13 15.5 4 Highly disagree 8 9.5 Total 84 100

Interpretation : As evident from

Interpretation :

The social factor of every employees is closely related with the salary and incentives he is getting. This can also be one of the greatest motivational factor if he is paid optimum level of salary.

It is, great honor for BSP in this regard that they are fully confident and find secure with a salary they are getting. About 75.0% have given this opinion. But quite a few (25.0%) employees find insecure with their present salary.

TABLE–7 (Q.11) : Savings from the salary for future needs.

SNo. Perception No. % 1 Highly Agree 14 16.7 2 Agree 41 48.8 3 Disagree 20 23.8 4 Highly disagree 9 10.7 Total 84 100

Interpretation : As evident from

Interpretation :

The social security is prime objective for the employees for the survival of his family in future time. His level of satisfaction will be considered if he is able to spare some money for his future.

In this regard, about 65.5% (Fully Agree) respondents are able to spare some money for their future, and this is quite an encourageous factor for this organization. On the other hand, there are about 34.5% employees who are not able to save money.

SEGMENT-III : PLANNING AND PROCESS OF WAGE ADMINISTRATION

TABLE–8 (Q.16) : Separation of wage and salary determination for BSP from SAIL

SNo. Perception No. % 1 Highly Agree 32 38.1 2 Agree 30 35.7 3 Disagree 13 15.5 4 Highly disagree 9 10.7 Total 84 100

Interpretation : As evident from

Interpretation :

BSP has been identified by giving best performance in the achievement of production target, cost control and quality products. It has been one and only one profit making unit in SAIL. In this context it was tried to know the perception of the employee rather BSP should be separated from SAIL on wage revision matter.

The perception of most of the employees are in the favour of this statement. About 73.8% (Fully Agree) that BSP should be separated form SAIL for pay-fixation matter.

TABLE–9 (Q.17) : Need of flexible pay fixation rules for good performing employees

SNo. Perception No. % 1 Highly Agree 31 36.9 2 Agree 38 45.3 3 Disagree 9 10.7 4 Highly disagree 6 7.1 Total 84 100

Interpretation : As evident from

Interpretation :

Excellent work should always be appreciated and it should be recognized by the authorities. But when we are studying about salary and incentive matter the significance of this recognition is indifferent.

Whether the pay fixation rules or incentive rules should be made flexible as per the performance of the employees 82.2% (Fully Agree) have opined and favoured the statement that there must be flexible rules for such kind of works.

TABLE–10 (Q.18) : Fulfillment of HODs promises for awards to the employees for good work

SNo. Perception No. % 1 Highly Agree 14 16.6 2 Agree 29 34.5 3 Disagree 37 44.1 4 Highly disagree 4 4.8 Total 84 100

Interpretation : As evident from

Interpretation :

Awards and recognitions are effective tools to maintain the sustainable motivation of the employees. In this regard the HOD’s must fulfill their promises.

In this regard, it has been observed in this analysis that about 48.9% (Totally Disagree) HOD’s do not fulfill their promises. This is quite discouraging and unreliable matter regarding organizational status.

SEGMENT-IV : RELIABILITY OF MANAGEMENT

TABLE–11 (Q.12) : Satisfaction with the wage revision and present pay structure

SNo. Perception No. % 1 Highly Agree 4 4.8 2 Agree 22 26.2 3 Disagree 31 36.9 4 Highly disagree 27 32.1 Total 84 100

Interpretation : As evident from

Interpretation :

The process of wage revision and formation of pay structure both are very important elements which gives very deep and dynamic impact upon the overall performance of the employees as well as of the organization.

The perception of the respondents in this regard is quite negative and unfavourable to the policy of the management. Only 31.0% (Fully Agree) are satisfied with the existing pay structure. But a very high percentage (69.0 % i.e. Totally Disagree) who are not at all satisfied with the existing system. This element can be recognized as the major drawback when we study about the level of satisfaction (perception of the employees of wage and salary structure).

TABLE–12 (Q.13) : Pay anomalies are quickly settled in BSP

SNo. Perception No. % 1 Highly Agree 14 16.7 2 Agree 39 46.4 3 Disagree 19 22.6 4 Highly disagree 12 14.3 Total 84 100

Interpretation : As evident from

Interpretation :

Pay and salary, process of education is very complicated and sensitive matter which is close to the satisfaction or dissatisfaction of the employees. The discrepancies of pay anomaly should be quickly settled.

Above, 63.1% (Fully Agree) have replied that the pay anomalies are fully satisfied. On the other hand, there are about 36.9% employees could not find the settlement time and system reliable to their own perception.

SEGMENT-V : RELIABILITY OF TRADE UNION

TABLE–13 (Q.15) : Competency and reliability of Trade Union for pay revision

SNo. Perception No. % 1 Highly Agree 5 5.9 2 Agree 28 33.4 3 Disagree 22 26.2 4 Highly disagree 29 34.5 Total 84 100

Interpretation : As evident from

Interpretation :

The recognized Trade Unions play vital role in the process of pay revision. As an usual process they bargain with the management and come to a satisfactory status in pay revision. They must be reliable and accountable to the employees.

In this regard, it is quite surprising and demoralizing factor that a very large number of employee 60.7% (Totally Disagree) do not have trust upon the competency and reliability of the trade union on wage revision issues.

SEGMENT-VI : POSSIBLE FACTORS OF

DISSATISFACATION

TABLE–14 (Q.4) : Process of gradation system in BSP is adequate

SNo. Perception No. % 1 Highly Agree 16 19.2 2 Agree 36 42.8 3 Disagree 17 20.2 4 Highly disagree 15 17.8 Total 84 100

Interpretation : As evident from

Interpretation :

The volume of satisfaction of the employees depends upon number of different elements such as, the process of pay revision, pay structure, time schedule and its implementation.

In BSP, this process is promptly taken by the management as a regular process which has been favoured by 42.8 %(Agree) and 19.2% (Highly Agree) respondents. But 20.2% (Disagree) and 17.8% (Highly Disagree) do not find this matter favourable to them. Their argument can be justified as there was sufficient delay in pay revision and pay fixation in last pay revision. This is quite serious matter where about 38.0% employees are dissatisfied with the wage revision process.

TABLE–15 (Q.5) : Difference between the pay scale of Executives and Non-Executives

SNo. Perception No. % 1 Highly Agree 22 26.3 2 Agree 47 55.9 3 Disagree 8 9.3 4 Highly disagree 7 8.5 Total 84 100

Interpretation : As evident from

Interpretation :

The old concept of wage and salary theories are quite different with the modern theory of wage and salary, which contents HRIS approach and scientific inputs. There has been difference in the salaries of executives and non-executives. If the difference is too much, will it effect as comprehensive impact on the performance of the employees’.

In this context, a very large number of employees (82.2% – Fully Agree) accept that there is very large difference in the salaries of executives and non-executives.

TABLE–16 (Q.6) : Satisfaction with the Incentive given to the employees

SNo. Perception No. % 1 Highly Agree 12 14.4 2 Agree 36 42.8 3 Disagree 21 25.0 4 Highly disagree 15 17.8 Total 84 100

Interpretation : As evident from

Interpretation :

Incentive is being given to the employees for their good performance in addition to that pay and salary. In BSP, there are different criteria for different category of work for incentive payments.

The employees who are satisfied with the existing incentive schemes are 57.2% but there are about 32.8% employees who are either dissatisfied or highly dissatisfied with the incentive schemes.

TABLE–17 (Q.7) : Equalization of Executives and Non-Executive Incentive

SNo Perception No. % 1 Highly Agree 25 29.8 2 Agree 44 52.4 3 Disagree 10 11.9 4 Highly disagree 5 5.9 Total 84 100

Interpretation : As evident from

Interpretation :

a joint effort or team work particularly in steel production areas. Therefore, the common perception of the employees are that there should not be any difference on incentives between the executives and non-executives.

This factor has been broadly accepted by 82.2% (Fully Agree) respondents that the difference of incentive should be narrowed down.

SEGMENT-VII : ACCOUNTABILITY AND DEDICATION OF THE EMPLOYEE

TABLE–18 (Q.14) : Organisational objectives are more important than personal pay and salary

SNo. Perception No. % 1 Highly Agree 27 32.1 2 Agree 48 57.2 3 Disagree 5 5.9 4 Highly disagree 4 4.8 Total 84 100

Interpretation : As evident from

Interpretation :

The level of the employees satisfaction can be compared with the interest of the organization. Here, it will be tried which factor has prime importance for the employee, the salary or the interest of the organization.

The BSP work culture is very high and every employee is fully dedicated for the fulfillment of the interest of the plant. This perception has been revealed by quite a very high percent of respondents 89.3% (Fully Agree).

ANALYSIS OF RESPONDENTS AND THEIR PERCEPTIONS THROUGH CLUSTER

ANALYSIS AND K MEANS

METHODS OF CLUSTER ANALYSIS :

Various methods used in cluster analysis can be classified into two major groups : Hierarchical, Non-Hierarchical.

Here Hierachical cluster method is used. Hierachical method is simplier than non-hierachical method.

How Many Clusters :

An important question in cluster analysis is how many clusters should be formed. Several alternatives one available in this regard. First, the number of clusters may be fixed by the researcher in advance. Second, one may decide the number of clusters from the clusters pattern generated by the programme. Here second option, is extensively used to determined the number of clusters in the sample.

OUTPUT AND ITS INTERPRETATION

Table 1 : (Agglomeration Schedule)

	Cluster Combined		Coefficients	Stage Cluster First Appears		Next Stage
Stage	Cluster 1	Cluster 2		Cluster 1	Cluster 2
1	73	82	.000	0	0	9
2	31	80	.000	0	0	14
3	27	29	.000	0	0	15
4	33	75	1.000	0	0	10
5	37	65	1.000	0	0	11
6	16	63	1.000	0	0	61
7	41	51	1.000	0	0	8
8	8	41	1.500	0	7	30
9	28	73	2.000	0	1	20
10	33	77	2.500	4	0	13
11	30	37	2.500	0	5	14
12	12	54	3.000	0	0	27
13	33	74	3.333	10	0	26
14	30	31	3.667	11	2	28
15	27	81	4.000	3	0	31
16	6	67	4.000	0	0	19
17	47	60	4.000	0	0	24
18	22	48	4.000	0	0	29
19	6	7	4.000	16	0	32
20	28	79	4.667	9	0	45
21	43	72	5.000	0	0	28
22	38	70	5.000	0	0	45
23	18	59	5.000	0	0	53
24	19	47	5.000	0	17	34
25	1	2	5.000	0	0	34
26	33	78	5.500	13	0	31
27	12	58	5.500	12	0	44
28	30	43	5.900	14	21	35
29	22	52	6.000	18	0	39
30	8	21	6.333	8	0	46
31	27	33	6.467	15	26	40
32	3	6	6.667	0	19	43
33	26	83	7.000	0	0	67
34	1	19	7.500	25	24	44
35	30	56	7.714	28	0	43
36	45	76	8.000	0	0	47
37	25	61	8.000	0	0	54
38	34	40	8.000	0	0	55
39	5	22	8.333	0	29	63
40	27	35	8.875	31	0	48


41	66	84	9.000	0	0	64
42	44	64	9.000	0	0	60
43	3	30	9.313	32	35	48
44	1	12	9.467	34	27	51
45	28	38	9.500	20	22	50
46	8	49	9.750	30	0	65
47	36	45	10.000	0	36	59
48	3	27	10.352	43	40	51
49	42	57	11.000	0	0	57
50	28	53	11.167	45	0	54
51	1	3	11.845	44	48	55
52	11	14	12.000	0	0	69
53	18	55	12.500	23	0	65
54	25	28	12.714	37	50	67
55	1	34	12.793	51	38	56
56	1	46	13.097	55	0	59
57	23	42	13.500	0	49	66
58	10	20	14.000	0	0	63
59	1	36	14.458	56	47	62
60	4	44	14.500	0	42	72
61	16	17	14.500	6	0	80
62	1	68	14.886	59	0	64
63	5	10	15.250	39	58	75
64	1	66	15.583	62	41	66
65	8	18	15.800	46	53	71
66	1	23	17.053	64	57	68
67	25	26	17.056	54	33	74
68	1	9	17.512	66	0	70
69	11	71	18.000	52	0	77
70	1	39	18.048	68	0	72
71	8	62	18.125	65	0	76
72	1	4	19.070	70	60	74
73	13	15	20.000	0	0	78
74	1	25	21.107	72	67	77
75	5	50	22.500	63	0	76
76	5	8	23.889	75	71	80
77	1	11	24.339	74	69	78
78	1	13	29.967	77	73	81
79	24	32	32.000	0	0	81
80	5	16	33.104	76	61	82
81	1	24	34.855	78	79	82
82	1	5	35.433	81	80	83
83	1	69	40.313	82	0	0

From top to bottom method (stage 1-83), all N (84) samples are grouped in one cluster and then divided into different clusters on the basis of highest average within – cluster distance. This process is carried on untill each entity is a separate cluster. Therefore, stage 83 represents

cluster solution, stage 82 represents
cluster solution, stage 81 represents
cluster solution, stage 80 represents
cluster solution, stage 79 represents
cluster solution.

Now we can identify there can be 5 clusters in the data because in stage 78 another sequence starts which is not relevant for us. But still there some scope for improvement in taking cluster decisions. So, we can take the help of coefficients.

COEFFICIENTS

The difference between rows in a measure is known as coefficient (see table 1, column 4). We must look at the figure from the last row upward, we could like to have lowest possible number of cluster for reasons of economy and ease of interpretation. We see that there is a difference of (40.313 – 35.433) in the coefficient between 1 cluster solution (stage-83) and the 2 cluster solution (stage-82). This is a difference of 4.88. The next difference is of (35.433 – 34.855) which is equal to 0.578 between the stage 82, the 2 cluster solution and stage 81 at 3 cluster solution. So, in this way we can take the difference between sucessive stages. The next stage will be (34.855 – 33.104 = 1.751) between “3 cluster and 4 cluster” solution. Again the next stage will be, (33.104 – 32.000 = 1.104) between “4 cluster and 5 cluster solution. The next stage will be, (32.000 – 29.967 = 2.033) between “5 cluster and 6 cluster” solution. The next stage will be, (29.967 – 24.937 = 5.628) between, “6 cluster and 7 cluster” solution. A large difference between coefficient between any two rows (hear 5.628, rows 78, 77) indicates a solution pertaining to the number of clusters (6) which the lower row (78) represents. There after the different are same in the subsequent rows of the coefficient.

So, we should go for 6 cluster solution.

We use Euclidean Distance to find the number of clusters. This formula is used in the above explanation in a simplified way.

Formula = S (xj – Yj)^{^}2

STAGE-2

K-MEANS CLUSTER (Table-2)

(See table-2 Final cluster centers) (4-Highly agree, 3-Agree, 2-Disagree, 1-Highly disagree)

K-means procedures gives more stable clusters, since it is an interactive procedures with single pass hierarchical methods.

The final cluster centers describe the mean value of each variables for each of the six clusters.

Cluster-1 Interpretation :

The people in this cluster are fully agree with Qs. 1,2,7,14,16,17. This shows they are mostly from non-executive side and from the plant itself. They are totally dissatisfied with as 14, 13, 12 but they are able to save some money for the future (Qs. 11-2.14). This shows that they are mostly senior non-executives having slight dissatisfaction towards pay package.

Cluster-2 Interpretation :

The people in this cluster fully agree with question 1, 10, 14, 16, 17 and slightly disagree on Qs. 2. It seen that the people in this segment are from senior non-executive sides and they think their contribution to the production is a prime importance. And they also opined that the working condition is not so tough and dangerous. This proves that the people in this segment are mostly office employees.

Cluster-3 Interpretation :

The people in this cluster fully agree with the Qs. 1 to 8, 10 to 14, 16 and 17. It seems that this segment is a mixture of senior and middle non-executives with a very bad impression on trade union (2.33 lowest in this cluster).

Cluster-4 Interpretation :

The people in this cluster fully agree with qs. 1 to 9, 8 to 11 and 14. Question number 8, 9, 10, 11 (3.33 each) shows a satisfaction towards pay package qs. 5, 7, 12, 15 they totally disagree. The question 5, 7, 12 proves the people in this segments are mostly from executive sides.

Cluster-5 Interpretation :

The people in this cluster fully agree with qs. 1, 5, 7, 14, 16, 17, 18. This shows that they are mostly from non-executive sides. And they are totally disagree with qs. 3, 4, 6, 8, 9, 10, 15. The qs. number 4 show they are dissatisfied with the gradation system. They people in this cluster should be from middle and senior non-executives, who have not satisfied with their grading carries. This people has highest dissatisfaction (1.00) toward functioning of trade unions.

Cluster-6 Interpretation :

The people in this cluster fully agree with qs. 1, 5, 7. This shows they are from non-executive side and totally disagree from 17, 16, 15, 13, 12. There respondent towards 17, 16, 15 (1.5) shows they are mostly lower non-executives and in rest of the questions they give contradictory verdicts. This can be due to the low educational factor.

Success is something everyone strives for

Running a blog is not such a huge task as it is meant to be and many times could feel something weariness that undergoing each letter that has been inhibited with it and many a times , if at all at any point of time you are not feeling good but still you have to write it out and also that is the position , when you feel the real brunt of it , the pain at which it may hurt you but you have to write it out , may be at some time the thought comes into your mind. The mind is a process which compelled afloat and it goes with it and many a times the real passionate and the understanding that has been brought to an article is of it that can crave for it is the way you have to work it with as you have to continue it as in the long run it is giving you the richer benefits and it is good for you get it on with difficult time with much ease as , no work is difficult to achieve and attain.

It is now the month of January and the cold waves everywhere and it is in the news that is making it to show as where it is the coldest day of the country, and it is the real and it comes about many a times through out each year but they could not realize it so as on to say the least of it. Many a times I had seen at some good news channels had been showing the most spelling mistakes headlines and that makes me wonder how this could be done as they could not attend the process through which it could not be done so as it is the main that the linguistics part should be there at full length , it to be near the setting where will give the good quotient of your writing styles and the way the communication should be done and it ought to be done with care and with intimate styling but that was not the case with as I could sense and feel how the news channels and its linguistics has been time and again being hurt as I still have to find it out the best spelled English news channel with it no mistakes at all and I had to learn it so could be the real feeling it that learning from it some time and every time , but many a time this has not been done with and that is why many a times it is not good to learn and study in the case with. Daddy has been saying the mistakes had been there always and I just worried to see how these prime news channels had been getting into mistakes, they should have appointed person with good English language capabilities so that these mistakes will not be there again and again.

I know my English is not good but I do expect from professional news channels like that of these English news channels to have a good sense in headlines breaking news so that they at least look decent in reading. Similar is the state of the commentary in sports cricketing channels , where you can see , whether your team is doing good or not but they will most of the times will say in supporting of the opposite teams as if there were speaking for some other countries and perhaps they ought to believe that this commentary broadcasting is mainly for domestic audiences and for this they have to speak for their team always and this should be the trend as they should learn this secret of commentary from their foreign counterparts like that of commenter like that of Australia and England , where their players and other commenter always in support of their team whether in times of bad phase or they are doing excellent in normal whatever they are speaking been always in the state for their own country and for this they should be supporting with their voices on the domestic country and for this if any commentator has been doing this then he has been doing the greatest services to their country and it is the secret of commentator’s and they could doing and in shortest time they could ride and then will very popular.

This real trend and the fundamental of success which each and every commentator should follow. The next success fundamental of soaps that been channels been the real tricky one but in search of TRP and other related resources there has been the real easy and fun way to get to the top of the chart and for this the most easiest for of riding into ladder is to make your serial into a positive note as in every case there will be the loss for villain at no time the villain should win the race and this should ultimate aim for serial makers as personally I do not like the serial that of , Sathiyan cases villain Rasi will winning most of the time and whenever you waited for long to see her defeated and entire works of her to be a open book at that time you could realize that her in just changed the give and this is not good as with the case with every one the villain should lost at each and every plot and that makes the viewers the most memorable moments to stand it out for and with it the extreme end was not going out of the race at point time and you could realize that in real terms and the longer run if you go with a positive note then your serial will be a real winner and you will always be winning with each and every part of it. One more instance positive is the Hitler Didi this serial has been so positive as with each and every passage it could be seen that villain is always at the losing side and that gives the real sense of the joy to the audiences as this serial has been so popular that , at one point of time makers of serial decided finish it but that was the case with it as with time demand was serial again and now is in its seasons as this has been case with it and with it you could feel that the villain always losing, similar things must be done with films and also this should be related to domestic audiences so that they relate themselves and make them most good attendances that with and .

As the basic tenets of human civilization that is the most significant part of it is that they always wants that the evils and other related issues should be diminished as they wants all the positive for them and a good and wonderful place to live and let live as the history of human civilization corresponds to the tune of every thing is that those who explicitly with villainous tended down and is even that at many a times the history ignores them and it is for them the right time to go the of human is to manage and go for the most understanding and wonderful part of the civilization traits that is be positive and go for the good way.

Mind over Matter -Master Your beingness

Do you have a cognitive content for the ulterior that you would bed to come through but but meaninglessness utilize out however? You can abode the philosopher. bear and it will slip out! still ? Do you real empathize what that norm? fine quite a just, your obey has deuce domains: the subconscious mind and the intended , it is the brain to which the saying interacts. If you allow for it, it will assist you and give methods to , if the hand think over area unit asked. Master Your beingness.

The head observance deposits aim concentrated from our horse senses, our occurrences, ours, and everything that we get along in touch with and envisage.The artifact area unit unoffending, but functional , unless subjected to dreadful computer programming – a tack like a reckoner, the information will put in the module container until accessed. If accessed and pull wires wrong then the unethical accusal will be displayed. He whole field physical object , but serviceable , unless subjected to fearsome electronic computer planning – a secure like a figurer, the cognition will put to sleep in the mental faculty until accessed. If accessed and wound accommodates wrongheaded then the dishonorable will be displayed.

Do you have a psychological feature collection for the that you would surface to grow through with but meaninglessness out withal ? can the individual. let and it will slip out! curb? Do you genuine empathize what that criterion? Finely quite a honorable, your adapt has social class: the nous intellectual and the witting , it is the to which the . If you figure for it, it will support you and pay know-how to , if the writing think up overs field thing asked. The assemblage of the hold on natural event and the computer programming, result our mental object groups. This upshots on our security, or want of, our persuasions, our feigning, etc.

The structure honoring wedges train stored-up from our chessman observes, our events, our , and everything that we get along in proffer with and create mentally. Object subject component part , but in working order , unless subjected to unspeakable reckoner computer programming – a reverse like a estimator, the noesis will arrange in the power until accessed. If accessed and propulsion secures wrongheaded then the dishonorable charge will be displayed. He entire parcel corporal target , but maintained , unless subjected to terrible lepton machine readying – a safe like a computer, the will set to sleep in the rational module until accessed. If accessed and wreathe houses wrong then the dishonorable will be displayed.

Interesting factoids I bet you never knew about transaction stimulus

With the advent of the modern form of business environments we have been witnessing more and more formative ways to understand the business environment better. With the advent of more and more forms of competitive environment where there is only fraction of benefits is available within the similar levels of business entities it is important for business entities to watch out for most of these environmental friendly findings to try it out and make it better with due course of time. It is the relationships and due course of customer centric mannerisms
that matters the most and for this with due course of time meanings to human resource management is slowly making its better and most wider aspect of understanding through different horizontal ways to make it most of it. It is the search for excellence that matters the most to most of such organisations and with due course of time these recourse to excellence that matters the most with most of the positive outlook that slowly making it move towards the admirable perfection of mostly generated outcome.

Interoffice reconciliations:

There has been many branches of organization throughout the world. It is the form and factors of networking of branches that matters the most and with due course of time from the time immemorial humans always looks for better relationships that can last longer and with due course of time the companies also look for such form of excellent partnerships with their clients to have perfection of understandings between themselves. Integrations of diverse branches all across every form of all across different branches located all across the globe and integrate them with perfection of networking tool such as core integrations system where everything stays within perimeters of cloud enabled platforms which runs with logical system as well as physical system just makes the most of these integrated entities better with time with perfection of due diligence and that makes the entire movement towards intelligence better with times.

With due course of time all these forms and factors of cloud networking system move towards excellent propositions of making entire integrations to form and create the most of widely accepted formulated policies where attendances of customer feedback system makes it the single most widely accepted principled propositions to reach towards the most accepted principles where customer satisfactions remains at the prime focus for organizations. Most of these organizations have been integrated the core efficiency of functionalism where most of these functions remains intact with due course of functionalism where most of these attended functions towards customer satisfactions remains absolute same all over and there is why the advent of transactional analysis to organizations functions comes back to focus.

In earlier times most of these organizations resort to the state of core competency and integrations of central data base systems where every forms of correspondence remain absolutely same as usual. Now, most of competitors does have the similar level of excellence then where is the advancement of core-competencies into the systems and from where one should be finding such state of core efficiencies and that matters the most and from all these perspectives we can find out the single most efficacies of the organizations is to develop their own core competencies. Organizations continue their endeavor towards meeting the goals of attending the perfections of attending the most desirable aspect of understanding the single most factor where the amount of conciliatory presence and the training for attending the successes rest with us developing of excellent human resource manager and staffs and mostly the front office staffs those who can confront with the all possible presentations of clients and customer’s feed back to provide them with excellent advice as well as meeting their demands. What about first understanding what they are designed to stay and speak about.

One has to remember it is not about attending what the clients is speaking to and not about attending them with clarity but it is all about making them understand what they are speaking about and in which tone they are speaking about as most of times in modern customer care we tend to listen some of the most smarter voices out there and most of these speaking does provide mostly the most perfectly speaking manner that does not need at this point as with due course of time we have seen what customers want that matters the most the most of contents he used to speak about as well as what are the informations the client need to understand and wish the customer care about perfect of outplacement of his words that matters the most.

Transaction stimulus:

This process is called transaction stimulus. Customer care means always the staffs are located in the state of conversion. By understanding what the speaking parameters we cannot understand what the person is exactly speaking about as with due course of time it is very difficult to perceive about it as with the additional flow of informations we cannot understand what is happening as human mind continuously flows through, different ego states.

If three persons speak the same line but we cannot know or guarantee whether all these three persons have been in a similar state of speaking or within a psychological framework we can called as the single most flow of ideas. All these comes about the forms and factors of many formats ego states which stay within ours mind since ours bath and while speaking to one person we can find different forms of ego states begin with a child to adult and so on. As the received of correspondence who should be at customer care front desk should have the power to analyses the person who is speaking to is in what state of ego state and this is called as the forms and factors of transactional analysis other wise understanding what the customer wished to speak about could not be attended in one hundred percentages satisfaction level of person.

Transaction analysis is the perfection of communications between two or more persons and intended to understand what the single person is speaking to and what the other person should have been completely understand about it so as to present both with the same level of understanding that matters the most for these two correspondence mechanisms. It is important to find out the state of client’s ego state, so as to literally understand what the customer intended to find the information about. It is difficult in the first stage as while communication both sender and the receiver do not stays in front to front or face to face, so it is difficult to understand the ego state simply by looking at the sender of correspondence face, eye movements and hand and eye coordination gestures and how could one find this without seeing the sender of the voice that is the study parameters of transactions analysis.

It aims to find out the prospective transactions stimulus from the entire speech processes by understanding the tone and factors of speech and for this excellent capture of speech is of highest priorities and for this one of most anticipated understandings is to find out what is the most valiant ways to make the move towards attending perfection of what speaker is speaking about and that is the most brilliant way to capture customer’s satisfactions and initiate the perfection of customer’s anticipation where most of these dealings where most of these finding just make it mostly understandings where the most possible understanding is to make it the process perfect so that capture of prospective customers as well as understanding their grievances just makes it the single most way to augment business analysts.

Time without end

The cactus thoughts ideas have included in its inherent cohesion and umpteenth imaginary vision of winning and not losing. To find the soft target and rectify it before the oppositions mounts you and grab opportunity is success mantra wining formula image require maximum concentration and image stabilization. The smile to success can always be attainable and zeal and compute its always can be a gain actionable intelligence to wisely manage and dwell upon.

The previous configurable mind set to compete with the existing market can never be a success to the road entry but actionable demo action making attain comparatively wonderful entertained. Part should be lucrative, eye catching and if it deals with foods and beverages must be unique and the design should be touching some imaginary decorations mouth eater. Design of it take a long tour of success and it can fetch many brownie point

For example one product to perfume has decorated and one which seen or felt. The and done so that it reach near the consumer will be air tight and pose for is product. Not the the beautiful gift like feather touch has made the product extreme boastful use it. So only for keeps on to becoming a great sense; but common is not common. It is better to first recognize the basic managerial problems that are state difficulty that should the content cognition, the organized belief group or individuals so that the common sense is always are roaming around organization be estimated by and the individuals easily.

You may be newer to the job or may be newer to the work environment but try deal with easy mind some extra moments reflect upon is going on mood of organization and be known as common sense. You will have to remember that when you become manager , you will have control but can analyzed as control not the all of you thinking yours area of authority gain back the knowledge of how exert control over do things the change according to yours wishes resize and concise yours work environment to suit you.

Time without end If the prominent corporate culture is different to what you are doing organization then out mend your ways can be hazardous yours management in long run. In bigger organization yours options will less as can experience the strict corporate the way it treated can be seen and investigated so it is better to examine yours thoughts and actions in bigger as in case of organization in a way you examine and establish ideas penetrate it into yours organization.

Here you can observe the faster success or the vice versa and smart then you can see then in the closet and try to the way before it is too late for reversal. This is like beginning of drastic far-reaching change in ways thinking and which some times to courage many will you , some one who the opposition. Your state of being preserving the wishes of people .Convince, realize, validate all to belief you and make the environment such that all will be offering help to you. You should establish the status in order to attain the importance or the urgency derived of action tell when it been activated.

When applying the new suddenly to parameters, set a time limit, as it can be for eternity and it should not be without. The parameter of ours vision solely upon how you are envisioning the structure of the organization. Set a group of representatives or delegates with person appointed or elected to represent others, allocate task to the persons, and then transfer the power to some one.

If needed, go to some bigger corporations, try to learn from various existing organizations, even you can attain some management learning and specialized tuition to and from them. Always, try learn the of the mission, learn form various habitual aspects of yours great management thinking through some greater of mission statement. Make the create the process the mission transmit yours and feelings, through this philosophy in wanting the outcome you desire. phases you will follow the conviction, vision can be unending , time less but it can be a divine information the mind.

What Is Period Of Time Administration?

Portrayal case social control has many another features. all but administrators think a some, but elite discern them all. There is the naive thought of duty a considerably set and the affiliated reckoning of premeditated process. But on the far side these, it is a peter for the nonrandom ordination of your causal factor on upshots, it tallys umteen other than social control powers as in force relegation and figure mentation. Unfortunate set governance is ofttimes a indicant of over friendly relationship: proficiencys which used to workplace with half-size channelizes and works square measure only utilize with bombastic nonpareils. But inefficiencies which were unimportant in the teensy-weensy persona square measure cockeyed in the sizeable.

You can not travel a locomote wheel like a cycle, nor can you attain a – like a socio-economic class stall. The statuss, the questions and the aftermaths for augmented skillfulness all outsized as your field spring ups; you staleness instruct to enforce right s or be bettered by those do. maybe, the cause prison term is under the weather practised is that it so rarely paperss a metrical concern of estimate and carrying out periodical; what umteen decline to act, , is however nearly it is contiguous to scenes which do. Clock time social control is about dominant the use of your about useful (and fall) ingeniousness. see these 2 questionings: what would chance if you dog-tired company currency with as some escorts as you drop company correct, when was the last case you regular a recapitulation of your example apportionment?

The want of appearance moment brass is defined by last second rushes to fulfill defunct,- coming togethers which square measure either multiple reserved or come through nix, day which be for some reason to slip aside, crises which bulk large forced from obscurity. This person of surround passs to immoderate inflection and abjection of operation: it requisite be obstructed . Since portrayal adjust social control is a establishment noesis exactly like whatever other than, it staleness be preset, monitored and on a regular basis reviewed. In the move divisions, we will analyse the basal know-hows and software packages of abstraction governing body. Since honest disposition looks upons see, you will be asked to take percentage by hunt at characteristics of your possess displace.

If you do not have period of time to this right hand in real time – enquire yourself: ground not? contemporary drill What this section is advocating is the blessing of predestinate drills which will tell you avid curb over the use and percentage of your primary winding ingeniousness: experience. ahead we set about on the time to come, it is designer considering the present tense. This come tos the extend of obligation a note of however you pay your fourth dimension for a befittingly long-distance expelling of second (chance a period of time.) I verbalize since all you have to do is move a individual tableland, xerox simple fraction- copies and pass on it close to with you material in a dustup mold you result action. After one time period, portion reading (jump as you designate to depart on ) to reviewing this fell.

Wage And Salary Administration Management

The employees are given wage and salary as remuneration against their mental or physical work they have given for the production or for the completion of any process. There are number of theories for determination of wage and salary for the labour. The old concept of wage and salary payment was very tough and rigid as there was no flexibility on wage and salary payment.

INTRODUCTION
There has been rapid change in this, concept in recent years and there has been social and human resource inputs in the wage and salary theories. It is now, understood that the labour must be given adequate salary so that, he could be able to perform his duties perfectly and he could be able to manage his family responsibility in a nice way. This is only possible when he is paid sufficient amount for the work he has done.

Globalisation has brought significant change alomost every field and particularly the industrial process has obtained dynamic changes. Big or small organisations has been widely effected on wage and salary factors. Today, there are two broad segments of industires or corporate units. one is Public Sector Under Taking and second is Private Sector. With the induction of multinational companies in the countries the pay package has also been changed from lower very higher level. The pay package scenario is also facing the national and international competitions. These elements has direct relationship with the status of the labour.

It has been evaluated based on number of studies that the level of satisfaction of the employees who has been paid satisfactory level of pay or even higher pay packages are highly satisfied and they are also highly motivated and become more productive and the best contributors to the organisation.

The wage and salary package or pay structure is framed as per the stability importance, profit and loss, grade and fortune of the organisation.

Most of the PSU’s have there own pay structure which are scientifically structured by the top officers so that the equilibrium between the production and labour is maintained. There has been process of wage revision and change in pay structure as per there time scheduled.

Almost in all the sectors whether it is public or private there are different grades for the executives and non-executives, skill, semi-skilled and un-skilled labourers.

Owing to the rapid environmental change and economic discrimination in market the level of satisfaction of the labours are fluctuating. However, it will be accountable to notice that there is regular demand for pay hike almost from all the catagories of the employees’ which includes the private and corporate sector also.

BSP, as we know, is the biggest public undertaking and it has been identified as the Heavy Steel Industry. It would be prominently to notice the infrastructure BSP where about 34,000 employees are working and there are about 55 different factories functioning together for the production of steel. BSP is the one and only producer of some of the industrial products, such as 260 meter long Rail, Pig Iron, Plates for Defence and shipyard, Merchant items (Wire Rod, Beam, Channel etc), Tar, Sulpher, Benzene, Benzol, are some of the products of Bhilai Steel Plant. The existing production capacity of BSP is 4 MT. It is also providing the best medical, educational and housing facilities to the employees.

The successful and glorious record of BSP which had begged no. of awards including Primeminister’s Trophy shows that the employees of BSP are highly satisfied with the facilities as well as with the wage, salary and incentives given, to the employees.

However, the researcher will try to find out the inner and undiscovered perception of the employees on the level of satisfaction on their pay packages with the context to number of emotional elements. Through this study, so that the real picture on perception of the employees on their level of satisfaction compaired with their wage and salary, can be evaluated.

QUESTIONNAIRE
(Both for Executive and Non-executive)

Dear Sir/Madam

We are student of M.B.A. and we are doing our Project Report on the subject. We shall be thankful to you for your co-operation by giving reply of the following questions given below.

Your replies will be kept secret and will be used only for the study purpose.

Thank you.

PART-I PERSONAL PROFILE

Name (Optional) : ___________ 2. Designation : _
Grade (S1–S4) (S5-S7) (S8-S10) 4. Deptt/Section : __ (E0-E3) (E4-E5) (E6 & Above)
Qualification : (i) Academic : Non Matric/Matric/Graduate/PG (ii) Tech. : B.E./Diploma/Other
Age : Below : 30, 30-40, 40-50, 50& above.
Length of Service in the Plant : _______________

PART-II QUESTION ON THE SUBJECT
Q1 D;k vkidks deZpkjh lq>ko ;kstuk dh tkudkjh gSA Are you aware of Employees Suggession Scheme? gkW@ugha@dg ugha ldrs Yes / No / Can’t Say
Q2 bl ;kstuk dh tkudkjh vkidks dSls feyh? How did you came to know about suggession scheme? lg;ksfx;ks ls@ vf/kdkfj;ks ls@ iksLVj ls@ vU; ek/;e ls Co-workers / Incharge-Officers/ Posters / Other Source
Q3 D;k vkidks lq>ko ;kstuk dh izfdz;k ds ckjs esa iwjh tkudkjh gSA Are you fully aware of the process of Employees Suggession Scheme? gkW@ugha@dg ugha ldrs Yes / No / Can’t Say
Q4 D;k vkius lq>ko ;kstuk esa Hkkx fy;k gSA Did you ever participate in suggession scheme? ;fn gkW (if yes) rks fdruh ckj &&&&&&&&& gkW@ughas Yes / No ges’kk (Always) dHkh dHkh (Sometime) dHkh ugh (Never)
Q5 vki fdl {ks= esa lq>ko nsus esa :fp j[krs gSaA In which area you are interested to give suggessions? mRiknu@ xSj mRiknu izca/ku@ lsok;sa @vU; Production / Non Production Management / Services/Other
– 2 –

Q6 D;k vkids vf/kdkjh vkidks bl ;kstuk esa Hkkx ysus gsrq izksRlkfgr djrs gSaA Do your officer encourage you to participate in the suggestion scheme? ges’kk@dHkh dHkh@dHkh ugha Always / Sometime / Never
Q7 D;k izca/ku }kjk lq>koksa dk fdz;kUo;u fd;k tkrk gSA Do your suggestions are implemented by the management? iwjh rjg@vkaf’kd@fcydqy ugha Fully / Partially / Never
Q8 D;k vkids fopkj esa ^lq>kko ;kstuk^ deZpkfj;ksa ds fy;s ykHkizn gSA Whether the suggestion scheme is beneficial for the employees? gkW@ ugha@ dg ugha ldrs Yes / No / Can’t Say
Q9 lq>ko ;kstuk esa fn;s tkus okys iqjLdkj ls D;k vki larq”V gSaA Are you satisfied with the prize (cash or certificate) give to the winners? iw.kZr;% larq”V@ larq”V@ vlarq”V Fully Satisfied / Satisfied/ Dissatisfied
Q10 D;k vki vius foHkkx esa lq>ko ;kstuk ds fdz;kUo;u dh izfdz;k ls larq”V gSa Are you satisfied with the implementation and fulfilment of suggession scheme in you department. larq”V@ vlarq”Va@ dg ugha ldrs Satisfied / Dissatisfied / Can’t Say
Q11 lq>ko ;kstuk dk lcls egRoiw.kZ mn~ns’; D;k gSA Which one is the most important subjective of the suggestion scheme? lajpukRed lksp iSnk djukfodkl esa vkSj vf/kd Hkkxhnhjh cko ls izca/ku dks fu.kZ; ysus esa lgk;rk feyrh gSA Imployees suggestion is helpful in decision making process to the management lger@ vlger@ dg ugha ldrs Agree / Disagree / Can’t Say
Q13 bl ;kstuk dks vkSj vf/kd mi;ksxh cukus gsrq vkids lq>koA

Your valuable suggestions to improve this suggestion scheme.

“EMPLOYEES PERCEPTION ON PAY PACKAGE”
A Study on level of satisfaction of the employees on pay package in Bhilai Steel Plant

QUESTIONNAIRE
(Both for Executive and Non-executive)

Dear Sir/Madam

We are student of M.B.A. and we are doing our Project Report on the subject. We shall be thankful to you for your co-operation by giving reply of the following questions given below.

Your replies will be kept secret and will be used only for the study purpose.

Thank you.

PART-I : PERSONAL PARTICULARS

Designation : ___________ 2. Grade : _
Deptt/ Section : ________ 4. Qualification : (i) Academic __ (ii) Tech. _
Age : ________________ 5. Length of Service (years) __

PART-II : YOUR PERCEPTION ABOUT THE SUBJECT
Q. NO. Perception Highly Agree Agree Dis- Agree Highly Disagree

Your contribution is very valuable in the production. mRiknu esa vkidk egRoiw.kZ ;ksxnku gSA
Working condition in the organisation is very tough and dangerous. la;a= esa dk;Z dh fLFkfr vR;ar dfBu ,oa [krjukd gSA
I am satisfied with my pay package and other benefits given to the employees. eSa vius osru rFkk vU; lqfo/kkvksa ls larq”V gwWaA
The gradation system of pay scale in BSP is adequate for the employees. ch-,l-ih- esa deZpkfj;ksa ds fy;s osru fu/kkZj.k dh izfdz;k mfpr gSA
There is large difference between the pay scale of Executives and Non-Executives. vf/kdkfj;ksa ,oa deZpkfj;ksa ds osru esa vR;f/kd varj gSA
I am satisfied with the incentive given to me. eSa ch-,l-ih- }kjk fn;s x;s bUlsafVo ls larq”V gwWaA
The difference in incentives between Exe. and Non-Exe. should be equalised. vf/kdkfj;ksa ,oa deZpkfj;ksa ds e/; bUlsafVo ds vUrj dks cjkcj dj nsuk pkfg;sA
Q. NO. Perception Highly Agree Agree Dis- Agree Highly Disagree
I am getting right salary for the hard work I am doing. eq>s esjs }kjk fd;s x;s dfBu dk;Z dk mfpr osru fey jgk gSA
My salary is comparably high to the salary of other organisation. vU; laLFkkvksa }kjk fn;s x;s osru ls eq>s izkIr osru rqyukRed :i ls vf/kd gSA
I am confident and sure that with my salary I will be able to take good care of my family. eSa iw.kZ vk’kkfUor gwW fd izkIr osru ls eSa vius ifjokj dh ns[kHkky dj ldwWaxkA
I am able to save some amount from my salary for my future needs. vius osru ls eSa dqN iSls vius Hkfo”; ds fy;s cpk ysrk gwWA
I am satisfied with the wage revision and present pay structure. osru iqu% fu/kkZj.k dh izfdz;k ls rFkk orZeku osru <kWps ls eSa iw.kZ larq”V gwWaA
Pay anamoly of the employees are quickly settled in BSP. ch ,l ih esa osru dh folaxfr;kW rRdky nwj dj nh tkrh gSA
Fulfilment of organisational objective are more important then personal pay and salary. esjs lkeus osru ls vf/kd dkj[kkus dk fgr iwjk djuk vf/kd egRoiw.kZ gSA
Our Trade Union is quite competent and reliable for pay revision. gekjh VªsM ;wfu;u deZpkfj;ksa ds osru iqu%fu/kkZj.k dh izfdz;k ds fy;s l{ke ,oa fo’oluh; gSA
Wage and Salary determination for BSP should be made separately from other SAIL unit. lsy dh vU; bZdkbZ;ksa ls ch-,l-ih- dk osru fu/kkZj.k vyx dj nsuk pkfg;sA
Pay fixation rules should be made flexible as per the performance of the employees. vPNs deZpkfj;ksa ds vPNs dke ds vuqlkj osru fu/kkZj.k ,oa bUlsafVo dh izfdz;k dks vf/kd ykspnkj cuk;k tkuk pkfg;sA
I think most of the promises given by the H.O.D. to the employees are not fulfilled. esjs fo”k; esa foHkkxk/;{k }kjk fd;s x;s okns iwjs ugha fd;s tkrs gSaA
Please give your valuable suggession make the wage policy upto the maximum satisfaction of the employees. d`i;k viuk dherh lq>ko fy[ksa ftlls fd deZpkfj;ksa dks vf/kdre larqf”V izkIr gks ldsA &&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&& &&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&
SUGGESTIONS GIVEN BY THE RESPONDENTS
Pay Revision should be done timely with justified pay structure.
The management should keep positive thinking towards the employees.
Excessive wage and incentive difference between Executive and Non-executives should be minimized.
Hazardous and hard working conditions should be considered when incentives are given.
The incentive policies should be made flexible pertaining to the efficacy of the employees.
Wage policy should be made more transparent.
The employees trade union should be honest and reliable on pay fixation matter.
BSP should be separated from SAIL on pay and incentive structure.
The non-executives should be given fuel allowance for car.
The administration should be aware of pay discrimination and various pay anomalies.
The HR climate of the organisation should be developed in such a way so that, people can have faith and trust in the management.

FINDINGS

I. FAVOURABLE ASPECTS :

The employees are proud of being the major contributors in the process of production.
Partially, the employees feel that working in the organisation is dangerous.
Average employees of the plant are satisfied with the salary given to them.
On incentive matter, the employees are partially satisfied and partially dissatisfied.
The maximum employees are confident that there is great social security for their companies with the salary they are getting.
The average employees are in a position to save some money for their future from their salary.
II. NEGATIVE ASPECTS :

The employees find large difference between the pay scale of executives and non-executives.
The maximum respondents have great desire that the difference of the incentive between executive and non-executives should be equalized.
The employees are not satisfied with the process of pay revision and their pay structure.
The employees do not have faith any trust on the trade unions for pay revision process.
The majority of employees have great desire that BSP should be separated from other SAIL units on wage revision process.
Majority of employees want that pay fixation rules or incentive rules should be made flexible on the performance of the employees.
The employees find most of the promises given by the HOD’s to the employees (regarding awards) are not fulfilled.

RECOMMENDATIONS

The employees sentiment should be recognised as they feel that they are the major contributor in the process of the production.

The large difference in the pay scale between executives and non-executives should be narrowed.

The difference of incentives between executives and non-executives should be minimised as all equally contributed for the excellent performance of the organisation.

The recongised trade union should be quite competence and reliable in the process of pay fixation issues.

The pay fixation process for BSP employees should have separate identify seeing the best performance of the employees.

The incentives should be made more flexible pertaining to the best performance of the best employees.

The HODs should try to keep their promises fulfilled about awards and honour given to the employees.

CONCLUSION

Wage and salary phenomenon has always been a very crucial and sensitive matter for the organisers. This phenomena is ever changing as per the environmental and situational change. Globalisation has brought many challenges before the organisations pertaining to level of wage and salary and working conditions. The existing scenario is highly demanding in the context to the quality and cost reduction. These factors have concrete relatedness with the moral and personal satisfaction of the employees.

The analysis of this study has brought positive and negative perceptions of the employees about their salary and incentive benefits. It has been accepted by majority of employees that they are the great contributors in the process as productions and their job is very tough and dangerous. But they are almost satisfied with the salary they are getting.

It is of great pride, on the part of the employees and the work culture of this organisation that fulfilment of organisational objectives are prior to the their pay and salary.

This trend can be considered as the most favourable and positive factor when we analyse, the excellence performance of the organisation.

Most of the employees in BSP are able to manage their families with the salary they are getting and they are also able save some money for their future. By thus, it can be considered that there is strong feeling of social securities amongst the employees.

This study, has revealed some of the discouraging factors on this issue. It is obvious that the large difference of pay structure and incentive should be narrowed as the process of production is a combine effort of the employees. Similarly, the wage and incentive rules should be made a little flexible. So that, the excellent performance of the employees can be rewarded. It is also necessary that the authorities should try to fulfill their promises which they might have given to the employees.

Finally, we can say that the performance of BSP was commendable when there was great recession and almost all PSU’s had been running under loss.

Therefore, the strong appeal given by the respondents that there should be a different identify on wage fixation for BSP and it should be taken seriously. The employees are fully dependent on the trade union as they have been authorised to bargain with the management, the trade union should be quite competent and reliable to fulfil to genuine and justified demand of the employees.

BIBLIOGRAPHY

Indian Relations – By Arun Monappa (Tata McGraw-Hill)
Work Visit Notes – BSP Publication
SAIL News – BSP Magazine
Personnel Manual – SAIL Publication
Personal Dept. BSP – Publication from Personnel Deptt.
State Office – BSP
Central Library – BSP
Personnel Management – by Dr. C.B.Manoria
Personnel Management and Industrial Relations
– by Dr. Verma & Agrawal

The History of Bhilai – by N.R. Srinivas (Published by BSP, SAIL, Bhilai)
The road begins at Bhilai – by K.Krishna Moorthy, (Published by Technology Books, Madras)
Major Landmarks – BSP Publication.

Awards & Accolades

Bhilai Steel Plant has excelled in all walks of life, be it technology, quality, environment or socio-cultural, some of the prestigious awards bugged by BSP are as follows :

Prime-Minister Trophy for best Integrated Steel Plant in India – Won five times science its inception in the year 1992-93.
National Energy conservation Award in the integrated steel sector won for 1994, 1996, 1998 & 1999.
IIM National Quality Award winners in ferrous category during 1995-96, 1997-98 and 1999-2000.
BIS Rajiv Gandhi National Quality Award won twice in recent years.
IOD Golden Peacock National Quality Award won thrice in recent years.
INSSAN award for employee suggestions six times in last seven years.
SAIL paryawaran Awards for all the six times (this award was given from 1992-93 till 1997-98), for best environmentally managed Integrated Steel Plant. Several Paryawaran Awards have also been won by captive mines and SMS-I of BSP.
Indo-German Green Tech. Environment Excellent Award for the year 1999-2000.
Lal Bahadur Shastri Memorial Award for the year 2000-2001 for “Best Pollution Control Implementation Gold Award”.
Dalli Mines has bagged National Safety Award for a record seven times.
National Award for best pay rolls savings group in public sector for 1999-2000 and thrice earlier as best Sanchayika Award.
Washeshari Devi Bhatia Memorial Charitable Trust Award for the year 1999-2000 for outstanding social work won by Bhilai Mahila Samaj.
Steel Ministers Trophy for the longest accident free period during 1995-96 in the integrated steel plant category.
BTI adjudged the best Training Establishment in northern zone by All India Regional Council several times.
Padam Bhushan – Awarded to Smt. Teejan Bai, Pandwani Singer.
Prime Minister’s Shram Awards Since inception of the award (1985) – Total 25 won as follows :
Shram Ratna : 08
Shram Bhushan : 09
Shram Vir : 04
Shram Shri : 04
Vishwakarma Rashtriya Puruskar : 188
Arjun Award : 02
Apart from the above, numbers individuals group awards have been won time to time by BSP employees at National level in the field of Quality Circles, Management, Metallurgy, Sports & Cultural Activities, etc.

Scholarly Article for Harvard Framework HRM Model

In the context of Human Resource Management and relationship with how the Harvard HRM model synchronises with the presence of present day government owned enterprises is the big ask to testify how it performs in real-time in management perview.

it provides the situation for long-term management of public sector where the strength of employees are on higher side and the work output and managing such strengths are on lower side. The negative side is that it does not provide a fairer ground for skilled employees for proper growth as the advancement or promotion of employees does not depend upon how skilled they are but how they manage to get into hand in hand with top gloves.

First is to identify skilled employees and retain them and provide proper career advancement as and when it is necessary and deeped fit they think as this not only enhances the management of ideas of development of skilled employees to retain into their organisation. Harvard’s framework of HRM model empowers public sector to relook their HRM policy and look deeper into how these provide better opportunities and provide a skilful environment for sustenance of skilled employees.

New HRM policy should look at employees psyche and their passion that empowers them to stay within their organisation so that other find their empowerment to stays within organisational standards and provide sufficient ground to stay and provide profits to organisational standards.

Retention of key and skilled employees are important as it is the single most important factor that contributes to organisational growth and proper and due management of organisational standards. Harvard framework of business standards that empowers organisation to look deeper into how HRM policy runs and how they perform and it should look into proper performance and management of human resource standards.

HRM policy should look deeper into how processes within organisation runs and how they affect and conduct running of business standards, and it is important to identify key grounds and networks that runs deeper into organisational levels.

Organisation must consider deeper into stakeholders benefits by relooking the processes within organisational standards and the proper effectiveness that organisation possesses. For this it is important to collect real-time data and how organisation performs in such situations and how these reflects in growth and standards that performs management standards and augmentation of processes that marches ahead within specific interval of time.

It testifies three levels of organisational management that begins with how management practices performed by supervisor and how they conduct businesses in retaining the growth of organisation. It depend upon various organisation practices and how they perform in real time ad then what are the perceptions that organisational benefits comes upon on term of well being of workers and comparison of their perception.

All of these in term of output of affective commitment that provide absolute measurement of real-time data in providing effective management practices. All of these does provide effective management in terms of situation and in providing real-time data and augmentation of organisation in providing proper growth of organisation and employees.

Questionnaire on Customer Satisfaction Index

PART-I PERSONAL PROFILE

1. Name (Optional): _______________________ 2. Position held: _____________

3. Grade S-(1 – 4) (5 – 7) (8 – 10) 4. Deptt/Section: ____________

E-(1 – 2 – 3 – 4) (5 – 6 – 7) (8 – 9) Put a tick mark.

5. Qualification: (i) Academic : Matric/Graduate/PG

(ii) Tech. : B.E./Diploma/Other

6. Age : Below : 30, 31-40, 41-50, above 50

7. Length of Service in the Plant: ___________________________

PART-II : YOUR PERCEPTION ABOUT THE SUBJECT

Q. NO.	Perception	Fully Agree (++)	Agree (+)	Dis- Agree(-)	Totally disagree (- -)
1	I.T. Network is working effectively in ORGANISATION.
2	I.T. Network is very systematic and helping thoroughly to the individuals.
3	The required information is displayed immediately in our network.
4	Every personal data required by any employee is easily assessable.
5	There is perfect coordination amongst all the wings of I.T.
6	The I.T. department takes care of the customers.
7	The I.T. Networking System is time and money saving.
8	There is less possibility of mistakes and repetition of items.
9	It minimizes the cost of production in one way.

Q. NO.	Perception	Fully Agree (+ +)	Agree (+)	Dis- Agree(-)	Totally disagree (- -)
10	Most of the stores departments are highly benefited.
11	The I.T. has succeeded in minimizing administrative basics.
12	I.T. has developed better understanding & significant change amongst the departments.
13	There is scope of improvement in I.T. in ORGANISATION.
14	The system is OK but people are not so efficient.
15	Continual updation required for the existing I.T. System.
16	There is a constant need for restructuring and reengineering of the I.T. system.
17	Regular inspection and checking of system installation and hard wares (PCs, Printers, Modems, Cables) should be done.
18	Availability of PCs and designing of software according to one’s requirement.
19	The integrity and consistencies of the data bases and application soft wares is reliable.
20	Courtesy in essential software assistance from I.T. wings is good.
21	The I.T. system has succeeded in paperless office and supersonic work culture.
22	Intranet facility in ORGANISATION is satisfactory.
23	I.T. is helping in Total Quality Management in my department.
24	Status of working conditions has increased after I.T. (itisation) in ORGANISATION
25	There is digital divide in my organisation. It’s time to make an equitable information society. (Statement from U.N. secretary Kofi Anan on the occasion of World Telecommunications Day: May 17-2005) Please comment on ORGANISATION perspectives…

SIGNIFICANCE OF I.T. (INFORMATION TECHNOLOGY) IN VARIOUS DEPARTMENTS OF ORGANISATION WITH SPECIAL EMPHASIS ON C.S.I.

(CUSTOMER SATISFACTION INDEX)

– A SURVEY

QUESTIONNAIRE

Note: ORGANISATION is already functioning under I.T. network and almost all the departments, i.e. production and Non-production, are customers of I.T. network, therefore, kindly indicate your level of satisfaction with I.T. function with your departments.

Thank you.

Mohan Manohar Mekap

(M.B.A.-I)

ITTECH

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PART-I PERSONAL PROFILE

PART-II : YOUR PERCEPTION ABOUT THE SUBJECT

SIGNIFICANCE OF I.T. (INFORMATION TECHNOLOGY) IN VARIOUS DEPARTMENTS OF ORGANISATION WITH SPECIAL EMPHASIS ON C.S.I.

(CUSTOMER SATISFACTION INDEX)

QUESTIONNAIRE