case study on bata company industrial relations

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IR CASE STUDY OF BATA

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This paper attempts to portray the nature and quality of industrial relations in Visakhapatnam Steel Plant. The type of labour relations issues and the conflict of interest that generate between management and labour become the main focus of the paper. The policies, approaches and attitude of the parties to the common problem affect their interest in the mechanism or arrangement evolved by the parties to promote orderly and systematic relation between them. To this end the industrial conflicts leading to strikes or lockouts or other forms direct action like demonstration, dharna, gherao and the various methods of disputes settlement are highlighted.

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https://www.ijert.org/implementation-of-factories-act-1948-at-gulbarga-division-providing-amenities-benefits https://www.ijert.org/research/implementation-of-factories-act-1948-at-gulbarga-division-providing-amenities-benefits-IJERTV4IS010482.pdf This study was done to know the amenities of factories act provided at gulbarga division & satisfaction level of the employees on the facilities provided by the companies and how the Health, Safety and Welfare measures boost the employees morale. Hence the study was made to know whether the Factories Acts are followed in the company for the welfare and benefits of the employees. To increase the productivity level of employees the organization need to provide all safety and welfare measures. The growth and success of the organization depends on employees. Many Indian companies maintain highest standards in Purity, Stability and International SHE requirements, namely, Safety, Health and Environmental protection in production and supply bulk drugs to even innovator companies. This speaks of the high quality standards maintained by large number of Indian companies. The present study concludes that Majority of the respondents were found to be satisfied with the safety measures at GULBARGA DIVISION. This reveal that a majority of respondents are satisfied with the existing welfare measures. The management may take up steps to convert these into highly satisfactory. The few welfare measures which were dissatisfactory were rest room facilities and hygienic conditions in canteen. The management may concentrate on these areas to increase the satisfaction level of employees towards the welfare measures.

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• Industrial Disputes (Central) Rules, 1957
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Case Studies on Industrial Relations

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• SAIL’s Voluntary Retirement Scheme
• BATA India’s HR problems
• The Indian Call Centre Journey
• State Bank of India – The VRS Story
• Philips India – Labor Problems at Salt Lake
• Netscapes Work Culture
• Johnson & Johnson’s Health and Wellness Program
• Indian Airlines HR Problems
• Employee Downsizing
• Change Management at ICICI

3 Responses to “Case Studies on Industrial Relations”

pls mail me scase studeis for students of management with questions

pls mail me the case study for mangement students with questions for industrial disputes and labour laws

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Human Capital as a Tool of Ensuring Sustainable Development

• I. V. Spirin 7 ,
• Yu. M. Grishaeva 8 ,
• O. Yu. Matantseva 7 , 9 &
• Z. N. Tkacheva 8  
• Conference paper
• First Online: 07 June 2021

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Part of the book series: Smart Innovation, Systems and Technologies ((SIST,volume 227))

Human capital is an innovative economic category introduced into scientific circulation in the second half of the XX century in connection with the actualization of the productive forces of post-industrial society and the formation of the knowledge economy. At present, human capital has become the main productive force for economic development and improving the quality of life. Noospheric perception of the surrounding reality, together with uncontrolled anthropogenic impact on the environment and the growth of social contradictions, has led to the emergence of a global direction for complex solutions to economic, environmental and social problems based on the concept of Sustainable Development. Investment in human capital is reliable and pays off faster than investment in other types of capital. It takes at least 5–10 years to create a new human capital. Human capital has become the foundation of the modern knowledge economy, the foundation for the formation of a free civil society, the generator of a cultural environment, and the solution of various social and environmental problems. For the formation of modern human capital, it is necessary to modernize and create innovative educational technologies. IT is a product of the application of human capital and is used for its reproduction and more efficient use. As a result, human capital has become a factor shaping post-industrial society. Human capital is the main force for achieving the set of sustainable development goals that have been formulated at international forums under the auspices of the United Nations for the foreseeable future.

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Acknowledgements

This work has been supported in part by Russian Foundation for Basic Research (RFBR), Project 19-013-00322 A “Multicultural design of ecological development of personality in digital education”.

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J-S. C. Scientific and Research Institute of Motor Transport – NIIAT®, Heroev Panfilovtsev Str. 24, 125480, Moscow, Russia

I. V. Spirin & O. Yu. Matantseva

Moscow Region State University – MRSU, Vera Voloshina Str. 24, 141014, Mytishchi, Moscow, Russia

Yu. M. Grishaeva & Z. N. Tkacheva

Moscow Automobile and Road Construction State Technical University – MADI, Leningradsky Prospect 64, 125319, Moscow, Russia

O. Yu. Matantseva

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DOI : https://doi.org/10.1007/978-981-16-0953-4_69

Published : 07 June 2021

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