Employees Relation’s in University Organisation of Madhya Pradesh: An Overview

Usha Tiwari*

Faculty, MBA (HRD), APS University, Rewa (M.P.) 486003

ABSTRACT:

The union of employees is a continuing organisation of their establishment for the protection and improvement of economic and social states of its members through collective action. In university employees unions plays most vital and effective role of achieve better wages, fringe benefits and redressing the grievances.

The University is the focal center in the system of higher education in the country. The non-teaching staff in the university system has very important role in the whole system of university organisation. In the present study an attempt have been made to study the employees relations of A.P.S. University Rewa, Madhya Pradesh. The hypothesis of this research work is the university has high degree of employees relations and variation does not exit among different groups of employees. The result indicate the work of unions has is satisfactory. Consequently, the positive support of administration is not being received. It can therefore, recorded that the hypothesis is rejected.

KEY WORDS: Employees Unions, Non-teaching, Satisfaction, University System.

INTRODUCTION:

The union of employees is a continuing organisation of their establishment meant for the protection and improvement of economic and social status of its members through collective action. In India, its Executive Body plays most vital and effective role to achieve better wages, fringe benefits and redressing the grievances. It also aids in securing effective representation and security against management. In the present study an attempt have been made to evaluate the employees relations of A P S University Rewa (M.P.).

METHODOLOGY:

This study is confined only to non-teaching staff of APS university, Rewa (M.P.) The study is based on primary and secondary data. The source of primary data is the responses of the employees obtained through questionnaire. The technique of interview and discussion has also been used as one of the diagnostic tool. Sources of secondary data are based on various Annual reports, Financial estimates, Audit Reports, University Calendar (University Regulations, statutes, ordinance, records and file and other published materials in the A.P.S. university.

Employee's Unions of A.P.S. University, Rewa:

The first union of employees came into being during December 1971 and was named as "A.P.S. University Karmachari Sangh". The non-teaching staff of the period in consideration has four employee's unions including one administrative officers union (Table 1.) duly recognised by the Executive Council of the University. These unions in turn are affiliated to University Employees Union at the State level. The details of the unions of the University are as follows:

Table 1. Employee's Unions and their Executive in A.P.S. University, Rewa

S.No.	Name of the Union	Members	President	Secretary	Recognised by Exctives Council
1.	Officer's Union	Officers (Group A)	Shri R.D. Mishra 'Rahi'	Shri V.S. Singh	Recognised
2.	Karmachari Sangh	Employees (Group B and C) Employees (Group B and C)	Shri S.S. Sengar Shri Yadvendra Singh	Shri A.P. Garg Dr. S.K. Dubey	Recognised
3.	Karmachari Association	Employees (Group B and C) Employees (Group B and C)	Shri R.K. Tripathi Shri Nageshwar Mishra	R.S. Shukla Shri B.S. patel	Recognised
4.	SC, ST and OBC Karmachari Association	Employees (Group B and C) Employees (Group B and C)	Shri R.B. Verma Shri P.L. Awadhiya	- -	Recognised

Note :- According to the Act of the Vishwavidyalaya, elected representative of the non-teaching employees is included in University Court.

Facilities to Employees Unions by the University:

The A.P.S. University, Rewa extends the under mentioned facilities to the recognised unions of the employees.

1. Office facility.

2. Venue for meeting.

3. Break in working hours for the meetings of unions.

4. Special leave for out station meeting of union.

5. Traveling expenses to attend meetings at out station.

Achievements of Employees Unions:

The substantial achievements of the employees union in respect of employees welfare and development of the university are as under.

1. Payment of conveyance allowance.

2. Payment of medical allowance.

3. Pension.

4. Construction of roads in university campus.

5. Establishment of employees welfare fund.

6. Facility of Police Station in the campus.

7. Facility of school and hospital in the campus.

8. Residential accommodation for employees in the colony.

9. Mass promotion of employees.

10. Representation of employees representatives in University Court.

11. Construction of Temple in university campus.

12. Time bound promotion facility to the employees.

13. Other essential works related to employees welfare, like appointment on compassionate grounds, promotion and other fringe benefits; and

14. Different works related to developments in the university.

Demerits of Employees Unions:

The interactions in the course of study with the employees and their union's executives revealed the lapses as under.

1. Internal quarrelling amongst the employess unions.

2. Lack of appropriate leadership in the unions.

3. Small sized unions fail to create massive and resentments.

4. Leader of the unions devote more on personal work, thus fail to spare adequately for the union.

5. The unions lack democracy, therefore many important works are executed without consultation.

6. The executives of the unions do not pay adequate attention to employee's problems.

7. The employee's unions do not get desirable cooperation from the university officers.

8. The employee's unions do not pay adequate attention to the constructive and welfare works of the university, therefore, the unions fail to attract the employees.

9. Political interference hinders the unity amongst the unions resulting in inappropriate workings.

10. Lack of cooperation of the employees to the unions.

11. Lack of unity amongst the employees and of residentially.

12. The employees unions are not considered the parts of the university.

Strikes and Lockout in A.P.S. University:

On the call of Madhya Pradesh Vishwavidyalaya Karmachari Mahasangh (non-teaching employees unions), Bhopal for 4 demands, and that of A.P.S. University employees unions for 33 demands, the employees of the university launched a strike from 16^th July to 1^st August, 2001. During this period the lockout in the university was implemented and the employees arranged separate programmes after boycotting the officially organised anniversary programmes of the university on 20^th July. All the employees unions of the university participated in the strike.

The demands of the State Mahasangh were:

1. Appointments and promotions according to the reservation policies of the state.

2. Date of superannuation be extended to 62 years of age.

3. Autonomy of the universities by maintained as in the past.

4. The posts of Asstt. Registrar to the extent of 75% be filled in by promoting the employees of the University.

The internal demands of the employees unions of the university included time bound promotion, increment benefit to employees on fixed scale, rotational transfer, publication of latest seniority list, appointment and regularisation of lady employees on the basis of reservation, sanction of pending pension and family pension, pending compassionate appointments, review of house allotment, execution of work at higher posts on the basis of seniority, assignment of cashier work to senior assistant, physical verification of the Malkhana item etc.

A meeting of the Executives of employees unions, university Court, employees representative and university administration was convened on 01.08.2001 to discuss the demands point wise and after arriving at consensus the following demands were immediately implemented.

1. Total 117 eligible employees were issued the orders of time bound and regular promotion.

2. The posting of employees was done on the basis of efficiency and rotation.

3. Seniority list of the employees was published.

4. The employees possessing own houses in the head-quarter were compelled to vacate the university accommodation.

5. Orders for pension, family pension, and appointment on compassionate basis were issued.

6. Orders for execution of work on seniority basis in higher post were issued, and

7. Orders were issued in favour of senior work assistant to work as cashier.

Good employees relations are based upon a climate of all pervading harmony, adjustment and balance between the parties namely, the employees and the employer. A sense of co-ownership, co-responsibility and continuous introspection should exist. It should always be borne in mind that the work is a pious services of man to his creator and to his fellow men. The employees are the backbone of an organisation and should keep themselves away from any separatist activity based on - political ad religious beliefs, race, sex etc. The artisans, workers and management be considered as members of one family. The employer-employee dichotomy should not exist/persist.

Now-a-days the employees unions turn to political parties for protection against management, and more generally, to peruse bargaining goals through intervention and pressure tactics. In the interest of democratic functioning the institutions are required to ensure that at least 1/3 of the members of the Managing Committee are chosen from the artisans and employees under prescribed rules and guidelines. The unions should try to maintain internal democracy. The unions should play effective role by becoming a partner to the Endeavour of developmental climate in the institution. Unions should no traditionally confine their role to communicate only service conditions as employees too want to know about the goals, missions, diversification plans etc. The unions ought to be as progressive as the Management. Sometimes, the progressive attitude and objectivity of the union can be misunderstood by insensitive management and can be taken as weakness of the union (Khandelwal, 1997).

Unity has always been the strength hence, apart from differences in opinion employees should force their organisations to come on a single platform, be united and firm to their reasonable demands.

SUGGESTIONS:

1. The employees in general and the employee's unions in particular should pay special attention in the constructive and development approaches of the university.

2. The employee's unions should be alert about their rights and duties, in addition, should work with discipline.

3. The employee's unions should be considered as an important constituent of university administration.

4. The employee's unions should form a link or act as a cohesive force between the employees and the university with due consideration to the employee's interest.

5. The employee's unions should try to boost the moral and self confidence, further, they should be protected from injustices and exploitation etc.

6. The sense of responsibility should prevail and be inculcated in the employees.

7. The unity should be established amongst the employee's unions so that they can make joint efforts with dedication in the interest of employees and the university, it should always be remembered that the unity provides strength.

Hence, all the employees should collectively form a single union with strong leadership to create better impact on administration as well as in the direction of better employee's relations.

REFERENCES:

A.P.S. University Rewa (M.P.) Ordinances 2001(Ordinances 1 To 128).

A.P.S. University Rewa (M.P.) Annual Financial Estimates (2001-2002) To (2004-05)

A.P.S. University Rewa (M.P.) Annual Reports (Year 1997-98) To (2004-05)

A.P.S. University Rewa (M.P.) Calendar 1985 Pp. 1 To 509.

A.P.S. University Rewa (M.P.) Employees Unions Reports 1985-2005.

A.P.S. University Rewa (M.P.) Regulations 2002, Pp.-1-189

A.P.S. University Rewa (M.P.) Statutes -2001 Pp.1-203

Khandelwal (1997) : HRD For Workers - Role Of Union . Alternative Approach And Strategies Of HRD (Ed. T.V. Rao Et. Al. Pp. 301-315.

Lalitha C. (2002) Managing Employ Attrition- The HR Role And Challenges." International Jour. Of Research In Management, Economics And Commerce. Vol. 2(2) P. 266.

Singh Lalita (1986) : University Administration And Its Behavioural Structure In Madhya Pradesh. Ph.D. Thesis A.P.S. University Rewa (M.P.)

Received on 03.09.2014

Revised on 18.09.2014

Accepted on 27.09.2014

Research J. Humanities and Social Sciences. 5(3): July-September, 2014, 327-329