DSpace Community:
http://inet.vidyasagar.ac.in:8080/jspui/handle/123456789/5300
2024-03-29T06:59:18ZEvaluation of Industrial Disputes Resolution Mechanism in West Bengal
http://inet.vidyasagar.ac.in:8080/jspui/handle/123456789/6335
Title: Evaluation of Industrial Disputes Resolution Mechanism in West Bengal
Authors: Dutta, Kallol
Abstract: Maintenance of peaceful and harmonious industrial relations is important for any
economy. Industrial unrest adversely affects not only the industry but also other
stakeholders. Industrial Disputes Act, 1947 provides the statutory framework for
resolving industrial disputes between the management and the workers. When an
industrial dispute arises the parties tries to resolve it through bipartite negotiation which
is called collective bargaining. Strike and lockout are two statutory instruments used by
the workers and management to put pressure on the other party. If the parties fail to
resolve the dispute at bipartite level either of them can seek the intervention of the
conciliation officer who is a government officer. The conciliation officer tries to settle
the dispute through mediation. If the conciliation officer fails to resolve the dispute, it
may be sent for adjudication by the government.
This study attempts to evaluate these three statutory mechanisms viz., Strikes and
Lockouts, Conciliation and Adjudication of resolving industrial disputes in the context
of West Bengal. The entire post liberalisation period is covered in this study i.e., from
1991 to 2015. The data relating to strikes and lockouts, conciliation and adjudication in
West Bengal for the period from 1991 to 2015 were mainly collected from the annual
publication of the Labour Department of the Government of West Bengal ‘Labour in
West Bengal’ and also from the records available in the Labour Department of the
Government of West Bengal.
The study found that adjudication is the least effective mechanism for resolution of
industrial disputes and conciliation is moderately effective. Conciliation is mostly successful in monetary and other miscellaneous issues whereas failure of conciliation
is more pronounced in personnel issues. External political situation and government
policy affects industrial disputes and their resolution. The workers go for strike mainly
over monetary issues whereas most of the lockouts are due to economic non-viability
which is strictly speaking not an industrial dispute. May be that is the reason why only
19.61% of lockouts got resolved during the study period as against 57.84% of the
strikes. Another important finding of the study is that a considerable percentage of
awards of the adjudicating authorities do not get implemented which means that the
grievance of the parties remain unresolved even after it is decided by the adjudicating
forum. The study suffers from the limitations that it did not explore the factors affecting
the efficacy of different mechanisms of industrial dispute resolution and the low rate of
disposal of adjudicating authorities.2021-12-27T00:00:00ZWorking Capital Management in Selected Public Sector Companies: A Comparative Study in West Bengal
http://inet.vidyasagar.ac.in:8080/jspui/handle/123456789/6312
Title: Working Capital Management in Selected Public Sector Companies: A Comparative Study in West Bengal
Authors: Gupta, Bijoy
Abstract: Among various sectors of an economy, the manufacturing of steel sectors plays a significant role
in the growth and economic development of the country. This sector contributes a major portion
of Gross Domestic Product (GDP) to the nation and creates an ample of employment
opportunities in the country which improves the living standard and raises income of the society;
thereby, it forms a balanced and integrated economy. To achieve all the above goals, companies
should administer their working capital efficiently and effectively so that they could keep
safeguard from the risk of liquidity failure and insolvency. This research was undertaken to
achieve the major objective to find out the working capital efficiency and its relationship with the
profitability in the selected units. The present study is based on the secondary data for a period
of twelve years from 2001-02 to 2012-13 of three giant companies operating wholly under
central government, i.e., subsidiaries of Maharatna Company SAIL; companies are situated in
the Durgapur industrial belt and Asansol sub-division, area in West Bengal. Relevant audited
data have been analyzed with the well known techniques such as Ratio analysis, Descriptive
statistics, Pearson correlation, One-way ANOVA, Post hoc test and Linear regression analysis to
attain and test the objectives and hypotheses of the study respectively.
From the empirical evidence, the study has found that the two major components of working
capital management have not been managed at symphony level after comparing with the bench
mark. The result of One-way ANOVA and Linear regression indicates that CCC (Cash
Conversion Cycle) and ICP (Inventory Conversion Period) have significant impact on the
profitability of the selected samples. Not only the major components of WCM, other internal
factors responsible for deteriorating the financial and liquidity health of the selected sample in
the study are WCTR, FATR and TATR; these efficiency ratios have been found to be below the
desired level.2021-11-30T00:00:00ZImpact of e-HRM on Transactional Functions of HRM: An empirical study on FMCG manufacturing companies located in West Bengal
http://inet.vidyasagar.ac.in:8080/jspui/handle/123456789/6277
Title: Impact of e-HRM on Transactional Functions of HRM: An empirical study on FMCG manufacturing companies located in West Bengal
Authors: Bhattacharyya, Deepak
Abstract: Purpose: This research will investigate the impact of E-HRM on the transactions of FMCG
companies in West Bengal. This research work aims to identify the principal influencing factors
and measure the impact of e-HRM over traditional HRM in the selected FMCG organizations.
Background: E-HRM is the hottest research topic in the FMCG sector. Like Electricity, HR
professionals also have chosen E-HRM for its advantages and user-friendliness in the working
environment. The advancement of IT and its presence everywhere (like God particle) become the
principal factor to assist any organization or business. The advancement of IT is the primary
influencer for rapid change in Human Resource Management practice and it helps in the
reengineering of the HR functions. From the background of the study, it is clear that E-HRM has
a significant influence on the organizations.
Methodology: In this Research work, 150respondents (n=150) are taken as sample size who are
specially working with the E-HRM system. Data was collected with the help of the survey
method. Correlation, Multiple Linear Regression (MLR), Paired sample t-test has been used to
find out the relations between drivers of E-HRM and benefits of E-HRM. Box plot and paired
sample t-test have been used to find out the significant difference in E-HRM and traditional
HRM. E-T graph was built to find out the relation between E-HRM efficiency and transactional
time.
Result and Discussions: In the first phase, the profile of the respondents liked the manager's
work experience in the organization, age, gender, and designation. Correlation analysis
showcases that the organizational structure has a deep relation with the utilization of E-HRM
practice. We have tried to identify the relevant variables under various dimensions of E-HRM practice
through Reliability Analysis. In the next phase, KMO (Kaiser-Meyer-Olkin) and Bartlett’s Test
was applied to the collected data. KMO Measure of Sampling Adequacy Test shows the value of
.715, which is appropriate for factor analysis. The Principal Component Analysis Extraction
Method was used to analyze the data with Varimax Rotation Method. For clarity of the factor
definitions, factor loadings of more than 0.500 were taken into consideration. Both factor
analyses yielded three factors in all, which explains70 percent and 83 percent of the total
variance.
In the next phase, we have attempted to validate the impact of E-HRM on different types of e-
HRM from the perspectives of the responses of the managers. The main objective of the study is
to evaluate the relative importance of E-HRM which leads to different types of E-HRM
practices. We found significant positive interrelationships among three key dimensions about the
impact of E-HRM (Financial benefit, Employee satisfaction, and Strategic capability) with
different types of E-HRM practice (Operational, Transformational, and Relational). The overall
impact of E-HRM has a positive as well as a significant relationship with all types of E-HRM
practice. The use of multiple regression analysis and scatter diagrams in validating the model is
also a valuable contribution to our study. The result of the paired sample t-test showcases that
there is a clear difference in E-HRM and normal HRM, and E-HRM has the most advantages
over traditional HRM. Efficiency and transactional time (E-T graph) have a negative relation.
Four Zones of E-T graph specifies the conditions of HR professionals from the perspectives of
skill, performance, and innovation.
Conclusions: This study makes primarily five points. First, the FMCG companies are mainly
practices three types of e-HRM function. Those are as follows: Operational, Relational, and Transformational. Second, Most of the FMCG sector adopts E-HRM for its principal three
benefits; those are a financial benefit, strategic capability, and employee’s satisfaction. Third,
operational, relational and transformational functions are positively leading financial benefit,
strategic capability, and employee satisfaction. The overall analysis is showcased that e-HRM
functions have a positive influence on the overall three factors. Fourth, E-HRM has advantages
over HRM functions over normal HRM. Fifth, e-HRM efficiency leads to decreasing the
transactional time. There is a flow from competitive disadvantage to competitive advantage
using E-HRM to take advantage of the market.2021-10-07T00:00:00ZEmployee empowerment and employee satisfaction: An empirical Study on banking sector in West Bengal
http://inet.vidyasagar.ac.in:8080/jspui/handle/123456789/6258
Title: Employee empowerment and employee satisfaction: An empirical Study on banking sector in West Bengal
Authors: Ghosh, Ananya
Abstract: Employee empowerment practises are picking up force in recent years. They allude to employees
being provided with autonomous decision making powers, sensitive information, and very
minimal interference from top hierarchy during the performance of their organizational
obligations. Business firms which actively endorse empowerment programs facilitate the active
participation of employees in routine and challenging decisions after providing them sufficient
training. This also builds up the self confidence of the staff. It ultimately results in increased
performance , production and productivity. Ultimately this provides a pool of super confident ,
talented and satisfied human resources. Thus empowerment has been assumed to result in
employee satisfaction. The Indian Banking system, in its modern form had been introduced by
British in and around 19th century. However , these financial houses acted mainly and merely as
houses of financial transactions for the rich and the mighty. Bereft of any social and moral
motives for upliftment of the masses, they have , on multitude occasions faltered and failed
miserably. Post Independence, successive Indian governments have modified and chiselled the
system through enactment of laws , reform movements, and through implementations of different
proposals of many committees. A significant change of the methods of banking happened during
the 90s , with the unlocking of India's economy to permit private players to work. The private
Indian and foreign banks, have consistently posed competition. With cut – throat rivalry, banks
have felt the necessity to gear up on both the aspects – technological and humane. Banks have
realized that to achieve and to retain superior market position , they need to ensure that their staff
are technically proficient, and officially poised to take quick decisions to increase their
efficiency. To make this possible, banks have willingly changed their way of functioning, giving more and more emphasis to employee empowerment programs.
This research study has tried to decipher the individual factors of psychological and structural
employee empowerment and that of satisfaction separately. Factor analysis have revealed
Competence, Autonomy to affect psychological empowerment ; and Information Sharing , and
Authority and Responsibility to influence structural empowerment. Similarly, four factors are
found to influence employee satisfaction. They are Company Policies, Nature of job, Work
Environment, and Self Esteem. All the four factors of employee empowerment has been seen to
positively influence employee satisfaction. The research study has offered the following as key
areas that promote empowerment. They are described in decreasing frequency: Autonomy,
Communication Channel, Accountability, Training Culture, Team Work and Leadership, Sound
Industrial Relations, Proper Placement, Top Level Commitment, Adequate Involvement, and
Sufficient MIS Support. Finally , the study has put forward certain areas that create barriers for
empowerment. which are : Lack of information, Fear of retribution, Absence of proper
infrastructure, Faulty capability judgement, Climate of suspicion and distrust, Lack of fairness in
implementation, Dependent upon superior’s ideology, and Presence of knowledge gap.2021-08-31T00:00:00Z