INTRODUCTION:-

Industrial relations are the relationships between employees

and employers within the organizational settings. In the field of
Industrial relations the relationship between management and workers,
take place through a union which is represented by elected
representatives among the employees. In fact, Industrial relations are
basically the interactions between employers, employees and the
government on the one hand, and the institutions and the associations
through which such interactions are mediated on the other. The term
“industrial relations have a broad as well as a narrow outlook” indeed,
industrial relations are broadly defined as the relationships and
interactions between employers and employees. From this perspective,
industrial relations cover all aspects of the employment relationship,
including human resource management, employee relations and union-
management (or labor) relations. Now its meaning has become more
specific and restricted”. Accordingly, “industrial relations pertain to the
study and practice of collective bargaining, trade unionism and labor-
management relations, while human resource management is a
separate, largely distinct field that deals with non- 2 union employment
relationships and the personnel practices and policies of employers”
OBJECTIVES OF THE COMPANY:-

Some of the major objectives of employer-employee relations are as

follows:

1. To develop and maintain harmonious relations between management

and labor so essential for higher productivity of labor and industrial
progress in the country.

2. To safeguard the interests of labor as well as management by

securing the highest level of mutual understanding and goodwill
between all sections in industry.

3. To establish and maintain industrial democracy based on the

participation of labor in the management and gains of industry, so that
the personality of every individual is fully recognized and developed.

4. To avoid all forms of industrial conflict so as to ensure industrial

peace by providing better working and living standards to workers.

5. To raise productivity in an era of full employment by reducing the

tendency of higher labor turnover and absenteeism.

HYPOTHESIS:-
 The following hypothesis are framed and tested significantly

1:- There is no significant association between the category of the

respondents and their attitude towards job.

2:- There is no significant association between the category of the

respondents and their attitude towards the company.

3:- There is no significant association between the category of

respondents and their service conditions existed in the company.

4:- There is no significant association between the category of

respondents and welfare measures of the company.

5:- There is no significant association between the category of

respondents and the wage and salary administration of the company.

6:- There is no significant association between the category of

respondents and the trade union functions.

SCOPE & IMPORTANCE

1. Labour relations, i.e., relations between labour union and
management.

2. Employer-employee relations i.e. relations between

management and employees.

3. The role of various parties’ viz., employers, employees, and

state in maintaining industrial relations.

4. The mechanism of handling conflicts between employers and

employees, in case conflicts arise.

RESEARCH METHODOLOGY:-
 This is an empirical study based on survey method. The basis
for the study is primary data given by the respondents. Secondary data
is also collected from various sources like text books, journals, and
annual reports of Tube investments of India Limited, Government
reports, prime directory, newspapers and websites of Internet. Primary
data were collected through the questionnaire. It was prepared and
circulated to all the hierarchy of employees of Tube investments of India
Limited ranging from workers in the shop floor to the officers in-charge
of administration.

REMEDIES OR MEASURES
 Some of the major remedies/ measures for improving employer-
employee relations are as follows:

1. Sound Human Resource Policies

2. Constructive Attitudes

3. Collective Bargaining

4. Participative Management

5. Responsible Unions

6. Employee Welfare

7. Grievance Procedure

LIMITATIONS
CONCLUSIONS

BIBLIOGRAPHY & REFERAANCE

Internet

Sureseh Babhale Sir In Chanvim Plastic Pvt Ltd

 INDEX
Sr. No. INDEX
1 INTRODUCTION
2 OBJECTIVES
3 HYPOTHESIS
4 SCOPE & IMPORTANCE
5 RESEARCH METHODOLOGY
6 REMEDIES
7 LIMITATIONS
8 CONCLUSIONS
9 BIBLIOGRAPHY & REFERAANCE

SYNOPSIS
“TO STUDY ON EMPLOYEES RELETIONS IN PVT COMPANY”

“CHANVIM PLASTIC COMPANY PVT. LTD, BUTIBORY, NAGPUR”

 Submitted to

Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur

In partial fulfillment for award of the degree of the

MASTER IN COMMERCE

Submitted by

Miss. Jyoti S. Parsodkar

Under the guidance of

Dr. Vanita Naskulwar

Department of Commerce
SANTAJI MAHAVIDYALAYA, NAGPUR

Academic Year – 2018-2019