Description
TITLE “Contract labour: Resources, Availability, and level of job satisfaction.”
Name – Prof. Mandakini Rajendra Bhosale. Assistant Professor
MMS (HR) M.COM, B.ED, PGDHM P.E. Society’s Institute of Management and Career Development, Nigdi, Pune – 411044 Mobile – 9822789288
CO. Author – Shital Tapkir MPM
P.E. Society’s Institute of Management and Career Development, Nigdi, Pune – 411044
Abstract
Contract labour is a significant and growing form of employment. Launching of Economic reforms in 1991 in India’s economy resulted in growth in both types of employment i.e. permanent as well as contractual. The size of contract workers in the total workforce is significant and, by and large, they belong to the unorganized sector. It has been noticed that the contract labour has remained a disadvantaged section of the working class mainly due to lack of organization, ignorance, etc. Various Committees and Commissions set up to look into the contract labour system laws recommended its abolition. In order to formulate effective measures for improving and regulating the working conditions of the contract labour, the Planning Commission, in the Second Five Year Plan document, recommended collection of reliable data on their conditions. Accordingly, Labour Bureau has conducted 46 such surveys in 39 industries. The aim of the paper is to cross check whether the contract labours are facing same problems in different companies for their upcoming projects. Descriptive research is used for this purpose. The whole picture of Contract labour (regulation & abolition) act1970 is totally different where the organizations try to implement this act but due to carelessness of contractors and uneducated labour workers they are not able to use this act fully .The main theme to write this paper is to know the level of job satisfaction of contract labour. KEYWORDS: employer, establishment, registers of contractors. working conditions, job satisfaction
TITLE “Contract labour: Resources, Availability, and level of job satisfaction.”
Introduction ‘Liberalization’ and ‘Globalization’ introduced change of business environment, and increased competition among industries for survival. Potential market capacity and availability of workforce lured many MNC’s, representing the best brands of the world, to set up their offices in India, giving a tough competition to their counterparts. To compete in this customer driven market economy, industries requires flexibility in managing manpower to address occasional upsurge or slowdown in demand. But the archaic and rigid Indian labour laws, which were enacted 8 – 4 decades back, restricting right-sizing of manpower, are creating hurdles in smooth functioning of industries. These factors are tending industries to hire more and more numbers of contract labours to have greater flexibility to adjust the number of workforce based on economic efficiency, better utilization of resources, optimization of profit and bringing cost effectiveness, despite the of risk of lower worker loyalties and lousy pay. This paper focus on Resources, availability, of contract workers. The purpose of the paper knows the level of job satisfaction of contract labours. Contract labour is a significant and growing form of employment. Launching of Economic reforms in 1991 in India’s economy resulted in growth in both types of employment i.e. permanent as well as contractual. The size of contract workers in the total workforce is significant and, by and large, they belong to the unorganized sector. It has been noticed that the contract labour has remained a disadvantaged section of the working class mainly due to lack of organization, ignorance, etc. Various Committees and Commissions set up to look into the contract labour system laws recommended its abolition. The practice of employing contract labour is observed all over the world and has been in operation since ages. Contract labour generally refers to “Workers employed by or through an intermediary on work of any establishment”. Such labour can be distinguished from the direct workers in terms of employee-employer relationship and the method of wage payment. The contract workers do not have any direct relationship with the principal employer. It has a distinct way of working unlike in any other classes of labour like permanent, temporary, casual, badli etc. The contract system is based on triangular relationship between the user enterprises, the contractors including the sub-contractors, and the worker. The workers are recruited by an outside agency or person and are supplied to an establishment or engaged on its work. Unlike direct labour, they neither feature on the muster roll of principal employer/ establishment nor are paid directly. The establishment providing work to the contractor has no direct responsibility towards the workers appointed by the contractors. Contract worker: The worker who is hired in or in connection with the work of an establishment by or through a contractor with or without the knowledge of the principal employer is called contract worker. Contractor: The contractor means a person who undertakes to produce the given result for the establishment other than a mere supply of goods and articles of manufacture to such establishment, through contract labour or who supplies contract labour for any work of establishment and may include a sub contractor within this category. Public Sector, Private Sector and Joint Sector Units: A public sector unit is one which is owned by the Central/State Government or local body. The cooperative factories are also treated as public sector undertakings provided Government has major share in them. Joint sector is one which is owned jointly by Central/State Government /Local Body and private individual or company or corporation. Private sector units are those which are owned by individuals or their groups and/or by the private companies.
Objective ? ? ? ? ? ? To study the term ‘Contract Labour’. To study the Resources of Contract Labour. To study the Availability of Contract Labour. To study the Existing Compensation, Government rules & Abolition of Contract Labour. To understand the Problems & issues of Contract Labour. To observe the Impact of contract Labour on Industry & on Individual. Hypothesis
H1 :
The contract labour has fewer job satisfactions
RESOURCES & AVAILABILITY
1. Advertisement in news paper (Through contractor) 2. Labour contractor (who have capacity of providing manpower as per requirement 3. Strong personal networking with other companies HR Professionals & intelligence 4. Study of rural area & unemployment status surveys 5. Reference from existing contractual manpower 6. Facility provided to existing labours will attract others to work in the company - i. e. Bus, subsidised or free Canteen /Welfare. 7. Interacting labours for Skill enhancement programme/Practical Training programme. Labour and Employment ministry releases first annual report 02 July 2010 The first Annual Report to the People on Employment is a landmark document that proposes strategies to generate skill development opportunities among disadvantaged groups, and recommends a gender- friendly approach to employment. The Directorate General of Employment and Training, Ministry of Labour and Employment released its first Annual Report to the People on Employment in New Delhi. One of the central ideas of the Report is that high economic growth and growth of quality employment reinforce each other. Recognizing low level of earnings and poor working conditions of casual labourers and a part of self employed workers, the Report argues for increasing the share of organized sector employment in total employment of the country, particularly in the manufacturing and service sectors. Impact on Industry Business Target Fail or Bust: Due to the less availability of contract labour the business target would be fail or bust. The industry could not achieve the desired goal. Dependability Increases: To avoid the loss in production or pre-decided goal of industry, it has to depend on other sources of production or the other industry.
Monopoly Increases: The exclusive possession or control of the supply of the product would be effect or increases due to the lack of contract labours. Defective Product: If the contract labour will not skillful or if the contract labour will not trained properly the defective product will increase and automatically company has got loss in their production. Customer’s Dissatisfaction: If the production will defective or the supply of the services to the key customers wills not on time or proper way, they will be dissatisfied with the company. Rework will increase: If the defective product will increase, the rework on the product will automatically increase. And for this purpose the expense will also increase again. Branding will effect: For the purpose of effective branding, the company must sort out the problem related to contract labour and the effectiveness of the higher productivity. Challenge for Safety: It is the big challenge for safety arises due to the unskilled contract labour of the company. Many times, due to lack of inadequate knowledge or the ignorance to the safety rules, harmful accidents may arise. It would be very expensive or for both the labour and the company also. Migration Risk: Many times, other industries or the competitors have the attractive policies related to the contract labours. Their wage and salary administration can divert the labour force to them. And again it would the big challenge for the availability of labour for company. Welfare Facilities: Some rules and regulations also interact the labour force to other industry. Due to Lack of welfare facilities or proper working conditions employees will be diverted to other industries. Absenteeism: There is high risk of absenteeism of contract labour during vocation. In vocations like summer holidays and Diwali, company has face to a long time shortage of contract labours. As per requirement of skilled, highly skilled or unskilled workers will not be easily available. Before we move on, a quick look at the historical aspect of the contract labours in India would definitely give a clear picture of how the system of employing contract labour came into being. Contract Labour has its root from time immemorial but the size of contract labour in India has significantly expanded in the post-independence period with the expansion of construction activity following substantial investment in the Plans. During the early period of industrialization, the industrial establishments were always faced with the problems of labour recruitment. Low status of factory workers, lack of labour mobility, caste and religious taboo, language, etc., were some of the problems with which most of the employers in general and British Employers or their representatives, in particular were not familiar. They were unable to solve these problems. Therefore, they had to depend on middlemen who helped them in recruitment and control of labour. These middlemen or contractors were known by different names in various parts of the country. Contract Labourers were considered as exploited section of the working class mainly due to lack of organization on their part. Due to this, the Whitley Commission (1860) recommended the abolition of contract labour by implication. Before 1860, in addition to the many disadvantages suffered by the contract labour, the Workman's Breach of Contract Act 1859 operated in holding them criminally responsible in the event of a breach of contract service.(REF: Industrial relations and contract labour in India). Contract labour is a significant and growing form of employment. Launching of Economic reforms in 1991 in India’s economy resulted in growth in both types of e mployment i.e. permanent as well as contractual. The size of contract workers in the total workforce is significant and, by and large, they belong to the unorganized sector. It has been noticed that the contract labour has remained a disadvantaged section of the working class mainly due to lack of organization, ignorance, etc. Various Committees and Commissions set up to look into the contract labour system laws recommended its abolition. However, recognizing the need and inevitability of this system in the increasingly uncertain business environment, the Labour Investigation Committee in 1946, recommended the abolition of contract labour, wherever possible, and its regulation wherever abolition was not possible. Based on this view, the Contract Labour (Regulation and Abolition) Act, 1970 was passed in 1970. Under this Act, Contract Labour has been banned in certain categories of work. In order to formulate effective measures for improving and regulating the working conditions of the contract labour, the Planning Commission, in the Second Five Year Plan document, recommended collection of reliable data on their conditions. Accordingly, Labour Bureau has conducted 46 such surveys in 39 industries.
The practice of employing contract labour is observed all over the world and has been in operation since ages. Contract labour generally refers to “Workers employed by or through an intermediary on work of any establishment”. Such labour can be distinguished from the direct workers in terms of employee-employer relationship and the method of wage payment. The contract workers do not have any direct relationship with the principal employer. It has a distinct way of working unlike in any other classes of labour like permanent, temporary, casual, badli etc. The contract system is based on triangular relationship between the user enterprises, the contractors including the sub-contractors, and the worker. The workers are recruited by an outside agency or person and are supplied to an establishment or engaged on its work. Unlike direct labour, they neither feature on the muster roll of principal employer/ establishment nor are paid directly. The establishment providing work to the contractor has no direct responsibility towards the workers appointed by the contractors. Research Methodology ? ? ? ? Data collection: The required data I collected through Primary data- Questionnaire, Interview with HR Plant head. Face to face interaction with contract labour. Secondary data- company web site, manuals, books, HR magazines, web sites. Data Analysis – for data analysis pie chart, bar graph, percentage, 5-point scale as highly satisfied and highly dissatisfied is used for comparison and correlation.(if Greater than 0.5)
Data Interpretation. Sample size- 132 contract employees Respondent – 124 H1: The contract labours has fewer job satisfaction HO: The contract labours have high job satisfaction During 1959 researches, Herzberg et al. concluded that satisfying hygienic- environmental needs only prevents individual’s dissatisfaction and in order to motivate people, their motivational needs must be satisfied. Considering the degree of effect of human resource strategies on working conditions, the researches achieved similar results. Herzberg’s two factor theory: This two factors theory can be traced as the foundation on much of the current literature in HRD in areas such as job satisfaction. Following are the two factors. Dissatisfaction factors such as Job context Extrinsic factors Organizational policy Supervision Relationship with supervision Relationship with subordinate Poor relation Job security Status Satisfaction factors Job contents Intrinsic factors Achievement Recognition Advancement possibility of growth Responsibility
Correlation Chart Q.NO 5 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 Factors Job Satisfaction Designation Qualification Age Nature of job work experience feeling of safety efficiency Absenteeism Availability of work Salary/wage disbursement Deduction of PF/ESI Fine Advances Overtime Medical benefits working hours Canteen No of latrines/urinals in premises Overall working conditions Feeling of job security Security at night shift Counseling centre Transport facility Work environment Rules & regulations correlate LOW 0.233 0.038 0.076 0 0.233 0.059 0.002 0.215 0.221 0.275 0.124 0.491 0.006 0.066 0.169 0.217 0.115 0.06 0.034 0.151 0.125 0.09 0.068 0.349 0.285 V.LOW V.LOW LOW V.LOW V.LOW LOW LOW LOW V.LOW LOW V.LOW V.LOW LOW LOW LOW V.LOW V.LOW LOW LOW V.LOW V.LOW LOW LOW
It is identified from the above table that the calculated correlated value is less than the table value and the result is significant. Hence, the null hypothesis Ho is rejected and the alternative hypothesis H1 is accepted. From the analysis, it is concluded that there is a close relationship between the extrinsic factors and level of satisfaction The factors such as work experience, feeling of safety, salary and wage disbursements, fine, advances, canteen urinals and latrine facility, security at night shift and transport facility shows very poor results as it comes below 0.5 The contract workers are not satisfied with these factors, hence H1 is proved. The contract labour has fewer job satisfactions. CONCLUSION The main objective of this paper is to determine the job satisfactory level of contract labour in industry. The outcome of the study may help the organization to differentiate the satisfying factors from dissatisfying, effective steps to improve the labour welfare facilities provided will lead to increase their work effectively
Findings. ? It is observe that the contract labours has very low Qualification ? It is observed that the contract labours demographic (age factor) factors falls within the range of 25 to 30.
? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ?
Contract labours don’t have work experience. It is observe that the contract labours has feeling unsafe in industry. Comparatively the contract labours are efficient. Contract labours has minimum absenteeism. Contract labours has availability of work in industry. Contract workers are unsatisfied with salary and wage disbursements. Contract workers are highly satisfied with deduction of PF and ESI. The contract labours are unsatisfied cause of fine charged to them. Company has very low advance facilities. Company provides overtime facilities to contract labour. Company provides Medical benefits to contract labours. Contract workers are satisfied with working hours. Company has very poor canteen facilities. Lack of sufficient number of latrines/urinals in premises. Overall working conditions are moderately satisfied. Contract labours of company have comparatively feeling insecure to their jobs. Contract labours are highly insecure at night shift Contract Labour has not provided transport facility Overall work environment in company is Good Company follows the rules and regulations of contract labour ACT.
References:
1. 2. 3. Labour and Employment ministry releases first annual report 02 July 2010 Contract labour act (Regulation and Abolition) Act, 1970 Report on working conditions of the contract workers in Petroleum Refineries and Oil fields 2009-11. Labour Bureau, Ministry of Labour and Employment. 4. The practical Aspects of contract labour (regulation abolition) Act 1970 by Neeraj kumara Dr. Ruchi Mulhotra. Asian Journal of Multidimensional Research Vol.1 Issue 4, September 2012, ISSN 22784853 5. www.birkman.com
doc_225039270.docx
TITLE “Contract labour: Resources, Availability, and level of job satisfaction.”
Name – Prof. Mandakini Rajendra Bhosale. Assistant Professor
MMS (HR) M.COM, B.ED, PGDHM P.E. Society’s Institute of Management and Career Development, Nigdi, Pune – 411044 Mobile – 9822789288
CO. Author – Shital Tapkir MPM
P.E. Society’s Institute of Management and Career Development, Nigdi, Pune – 411044
Abstract
Contract labour is a significant and growing form of employment. Launching of Economic reforms in 1991 in India’s economy resulted in growth in both types of employment i.e. permanent as well as contractual. The size of contract workers in the total workforce is significant and, by and large, they belong to the unorganized sector. It has been noticed that the contract labour has remained a disadvantaged section of the working class mainly due to lack of organization, ignorance, etc. Various Committees and Commissions set up to look into the contract labour system laws recommended its abolition. In order to formulate effective measures for improving and regulating the working conditions of the contract labour, the Planning Commission, in the Second Five Year Plan document, recommended collection of reliable data on their conditions. Accordingly, Labour Bureau has conducted 46 such surveys in 39 industries. The aim of the paper is to cross check whether the contract labours are facing same problems in different companies for their upcoming projects. Descriptive research is used for this purpose. The whole picture of Contract labour (regulation & abolition) act1970 is totally different where the organizations try to implement this act but due to carelessness of contractors and uneducated labour workers they are not able to use this act fully .The main theme to write this paper is to know the level of job satisfaction of contract labour. KEYWORDS: employer, establishment, registers of contractors. working conditions, job satisfaction
TITLE “Contract labour: Resources, Availability, and level of job satisfaction.”
Introduction ‘Liberalization’ and ‘Globalization’ introduced change of business environment, and increased competition among industries for survival. Potential market capacity and availability of workforce lured many MNC’s, representing the best brands of the world, to set up their offices in India, giving a tough competition to their counterparts. To compete in this customer driven market economy, industries requires flexibility in managing manpower to address occasional upsurge or slowdown in demand. But the archaic and rigid Indian labour laws, which were enacted 8 – 4 decades back, restricting right-sizing of manpower, are creating hurdles in smooth functioning of industries. These factors are tending industries to hire more and more numbers of contract labours to have greater flexibility to adjust the number of workforce based on economic efficiency, better utilization of resources, optimization of profit and bringing cost effectiveness, despite the of risk of lower worker loyalties and lousy pay. This paper focus on Resources, availability, of contract workers. The purpose of the paper knows the level of job satisfaction of contract labours. Contract labour is a significant and growing form of employment. Launching of Economic reforms in 1991 in India’s economy resulted in growth in both types of employment i.e. permanent as well as contractual. The size of contract workers in the total workforce is significant and, by and large, they belong to the unorganized sector. It has been noticed that the contract labour has remained a disadvantaged section of the working class mainly due to lack of organization, ignorance, etc. Various Committees and Commissions set up to look into the contract labour system laws recommended its abolition. The practice of employing contract labour is observed all over the world and has been in operation since ages. Contract labour generally refers to “Workers employed by or through an intermediary on work of any establishment”. Such labour can be distinguished from the direct workers in terms of employee-employer relationship and the method of wage payment. The contract workers do not have any direct relationship with the principal employer. It has a distinct way of working unlike in any other classes of labour like permanent, temporary, casual, badli etc. The contract system is based on triangular relationship between the user enterprises, the contractors including the sub-contractors, and the worker. The workers are recruited by an outside agency or person and are supplied to an establishment or engaged on its work. Unlike direct labour, they neither feature on the muster roll of principal employer/ establishment nor are paid directly. The establishment providing work to the contractor has no direct responsibility towards the workers appointed by the contractors. Contract worker: The worker who is hired in or in connection with the work of an establishment by or through a contractor with or without the knowledge of the principal employer is called contract worker. Contractor: The contractor means a person who undertakes to produce the given result for the establishment other than a mere supply of goods and articles of manufacture to such establishment, through contract labour or who supplies contract labour for any work of establishment and may include a sub contractor within this category. Public Sector, Private Sector and Joint Sector Units: A public sector unit is one which is owned by the Central/State Government or local body. The cooperative factories are also treated as public sector undertakings provided Government has major share in them. Joint sector is one which is owned jointly by Central/State Government /Local Body and private individual or company or corporation. Private sector units are those which are owned by individuals or their groups and/or by the private companies.
Objective ? ? ? ? ? ? To study the term ‘Contract Labour’. To study the Resources of Contract Labour. To study the Availability of Contract Labour. To study the Existing Compensation, Government rules & Abolition of Contract Labour. To understand the Problems & issues of Contract Labour. To observe the Impact of contract Labour on Industry & on Individual. Hypothesis
H1 :
The contract labour has fewer job satisfactions
RESOURCES & AVAILABILITY
1. Advertisement in news paper (Through contractor) 2. Labour contractor (who have capacity of providing manpower as per requirement 3. Strong personal networking with other companies HR Professionals & intelligence 4. Study of rural area & unemployment status surveys 5. Reference from existing contractual manpower 6. Facility provided to existing labours will attract others to work in the company - i. e. Bus, subsidised or free Canteen /Welfare. 7. Interacting labours for Skill enhancement programme/Practical Training programme. Labour and Employment ministry releases first annual report 02 July 2010 The first Annual Report to the People on Employment is a landmark document that proposes strategies to generate skill development opportunities among disadvantaged groups, and recommends a gender- friendly approach to employment. The Directorate General of Employment and Training, Ministry of Labour and Employment released its first Annual Report to the People on Employment in New Delhi. One of the central ideas of the Report is that high economic growth and growth of quality employment reinforce each other. Recognizing low level of earnings and poor working conditions of casual labourers and a part of self employed workers, the Report argues for increasing the share of organized sector employment in total employment of the country, particularly in the manufacturing and service sectors. Impact on Industry Business Target Fail or Bust: Due to the less availability of contract labour the business target would be fail or bust. The industry could not achieve the desired goal. Dependability Increases: To avoid the loss in production or pre-decided goal of industry, it has to depend on other sources of production or the other industry.
Monopoly Increases: The exclusive possession or control of the supply of the product would be effect or increases due to the lack of contract labours. Defective Product: If the contract labour will not skillful or if the contract labour will not trained properly the defective product will increase and automatically company has got loss in their production. Customer’s Dissatisfaction: If the production will defective or the supply of the services to the key customers wills not on time or proper way, they will be dissatisfied with the company. Rework will increase: If the defective product will increase, the rework on the product will automatically increase. And for this purpose the expense will also increase again. Branding will effect: For the purpose of effective branding, the company must sort out the problem related to contract labour and the effectiveness of the higher productivity. Challenge for Safety: It is the big challenge for safety arises due to the unskilled contract labour of the company. Many times, due to lack of inadequate knowledge or the ignorance to the safety rules, harmful accidents may arise. It would be very expensive or for both the labour and the company also. Migration Risk: Many times, other industries or the competitors have the attractive policies related to the contract labours. Their wage and salary administration can divert the labour force to them. And again it would the big challenge for the availability of labour for company. Welfare Facilities: Some rules and regulations also interact the labour force to other industry. Due to Lack of welfare facilities or proper working conditions employees will be diverted to other industries. Absenteeism: There is high risk of absenteeism of contract labour during vocation. In vocations like summer holidays and Diwali, company has face to a long time shortage of contract labours. As per requirement of skilled, highly skilled or unskilled workers will not be easily available. Before we move on, a quick look at the historical aspect of the contract labours in India would definitely give a clear picture of how the system of employing contract labour came into being. Contract Labour has its root from time immemorial but the size of contract labour in India has significantly expanded in the post-independence period with the expansion of construction activity following substantial investment in the Plans. During the early period of industrialization, the industrial establishments were always faced with the problems of labour recruitment. Low status of factory workers, lack of labour mobility, caste and religious taboo, language, etc., were some of the problems with which most of the employers in general and British Employers or their representatives, in particular were not familiar. They were unable to solve these problems. Therefore, they had to depend on middlemen who helped them in recruitment and control of labour. These middlemen or contractors were known by different names in various parts of the country. Contract Labourers were considered as exploited section of the working class mainly due to lack of organization on their part. Due to this, the Whitley Commission (1860) recommended the abolition of contract labour by implication. Before 1860, in addition to the many disadvantages suffered by the contract labour, the Workman's Breach of Contract Act 1859 operated in holding them criminally responsible in the event of a breach of contract service.(REF: Industrial relations and contract labour in India). Contract labour is a significant and growing form of employment. Launching of Economic reforms in 1991 in India’s economy resulted in growth in both types of e mployment i.e. permanent as well as contractual. The size of contract workers in the total workforce is significant and, by and large, they belong to the unorganized sector. It has been noticed that the contract labour has remained a disadvantaged section of the working class mainly due to lack of organization, ignorance, etc. Various Committees and Commissions set up to look into the contract labour system laws recommended its abolition. However, recognizing the need and inevitability of this system in the increasingly uncertain business environment, the Labour Investigation Committee in 1946, recommended the abolition of contract labour, wherever possible, and its regulation wherever abolition was not possible. Based on this view, the Contract Labour (Regulation and Abolition) Act, 1970 was passed in 1970. Under this Act, Contract Labour has been banned in certain categories of work. In order to formulate effective measures for improving and regulating the working conditions of the contract labour, the Planning Commission, in the Second Five Year Plan document, recommended collection of reliable data on their conditions. Accordingly, Labour Bureau has conducted 46 such surveys in 39 industries.
The practice of employing contract labour is observed all over the world and has been in operation since ages. Contract labour generally refers to “Workers employed by or through an intermediary on work of any establishment”. Such labour can be distinguished from the direct workers in terms of employee-employer relationship and the method of wage payment. The contract workers do not have any direct relationship with the principal employer. It has a distinct way of working unlike in any other classes of labour like permanent, temporary, casual, badli etc. The contract system is based on triangular relationship between the user enterprises, the contractors including the sub-contractors, and the worker. The workers are recruited by an outside agency or person and are supplied to an establishment or engaged on its work. Unlike direct labour, they neither feature on the muster roll of principal employer/ establishment nor are paid directly. The establishment providing work to the contractor has no direct responsibility towards the workers appointed by the contractors. Research Methodology ? ? ? ? Data collection: The required data I collected through Primary data- Questionnaire, Interview with HR Plant head. Face to face interaction with contract labour. Secondary data- company web site, manuals, books, HR magazines, web sites. Data Analysis – for data analysis pie chart, bar graph, percentage, 5-point scale as highly satisfied and highly dissatisfied is used for comparison and correlation.(if Greater than 0.5)
Data Interpretation. Sample size- 132 contract employees Respondent – 124 H1: The contract labours has fewer job satisfaction HO: The contract labours have high job satisfaction During 1959 researches, Herzberg et al. concluded that satisfying hygienic- environmental needs only prevents individual’s dissatisfaction and in order to motivate people, their motivational needs must be satisfied. Considering the degree of effect of human resource strategies on working conditions, the researches achieved similar results. Herzberg’s two factor theory: This two factors theory can be traced as the foundation on much of the current literature in HRD in areas such as job satisfaction. Following are the two factors. Dissatisfaction factors such as Job context Extrinsic factors Organizational policy Supervision Relationship with supervision Relationship with subordinate Poor relation Job security Status Satisfaction factors Job contents Intrinsic factors Achievement Recognition Advancement possibility of growth Responsibility
Correlation Chart Q.NO 5 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 Factors Job Satisfaction Designation Qualification Age Nature of job work experience feeling of safety efficiency Absenteeism Availability of work Salary/wage disbursement Deduction of PF/ESI Fine Advances Overtime Medical benefits working hours Canteen No of latrines/urinals in premises Overall working conditions Feeling of job security Security at night shift Counseling centre Transport facility Work environment Rules & regulations correlate LOW 0.233 0.038 0.076 0 0.233 0.059 0.002 0.215 0.221 0.275 0.124 0.491 0.006 0.066 0.169 0.217 0.115 0.06 0.034 0.151 0.125 0.09 0.068 0.349 0.285 V.LOW V.LOW LOW V.LOW V.LOW LOW LOW LOW V.LOW LOW V.LOW V.LOW LOW LOW LOW V.LOW V.LOW LOW LOW V.LOW V.LOW LOW LOW
It is identified from the above table that the calculated correlated value is less than the table value and the result is significant. Hence, the null hypothesis Ho is rejected and the alternative hypothesis H1 is accepted. From the analysis, it is concluded that there is a close relationship between the extrinsic factors and level of satisfaction The factors such as work experience, feeling of safety, salary and wage disbursements, fine, advances, canteen urinals and latrine facility, security at night shift and transport facility shows very poor results as it comes below 0.5 The contract workers are not satisfied with these factors, hence H1 is proved. The contract labour has fewer job satisfactions. CONCLUSION The main objective of this paper is to determine the job satisfactory level of contract labour in industry. The outcome of the study may help the organization to differentiate the satisfying factors from dissatisfying, effective steps to improve the labour welfare facilities provided will lead to increase their work effectively
Findings. ? It is observe that the contract labours has very low Qualification ? It is observed that the contract labours demographic (age factor) factors falls within the range of 25 to 30.
? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ?
Contract labours don’t have work experience. It is observe that the contract labours has feeling unsafe in industry. Comparatively the contract labours are efficient. Contract labours has minimum absenteeism. Contract labours has availability of work in industry. Contract workers are unsatisfied with salary and wage disbursements. Contract workers are highly satisfied with deduction of PF and ESI. The contract labours are unsatisfied cause of fine charged to them. Company has very low advance facilities. Company provides overtime facilities to contract labour. Company provides Medical benefits to contract labours. Contract workers are satisfied with working hours. Company has very poor canteen facilities. Lack of sufficient number of latrines/urinals in premises. Overall working conditions are moderately satisfied. Contract labours of company have comparatively feeling insecure to their jobs. Contract labours are highly insecure at night shift Contract Labour has not provided transport facility Overall work environment in company is Good Company follows the rules and regulations of contract labour ACT.
References:
1. 2. 3. Labour and Employment ministry releases first annual report 02 July 2010 Contract labour act (Regulation and Abolition) Act, 1970 Report on working conditions of the contract workers in Petroleum Refineries and Oil fields 2009-11. Labour Bureau, Ministry of Labour and Employment. 4. The practical Aspects of contract labour (regulation abolition) Act 1970 by Neeraj kumara Dr. Ruchi Mulhotra. Asian Journal of Multidimensional Research Vol.1 Issue 4, September 2012, ISSN 22784853 5. www.birkman.com
doc_225039270.docx