Abstract
Human Resource has very crucial role in BCCL (Bharat Coking Coal Limited) as the industry is labour-intensive. The achievement of business objectives demands optimal utilization of available manpower. In the current economic environment, productivity, innovation and efficiency are the key factors. The cost of employing manpower in BCCL is high as such continuous efforts are made for development and deployment as per the needs of the organization. To maintain profitability, mechanization, introduction of new technology is being continually attempted for which supply of skilled manpower is ensured wherever necessary. All round efforts are made by the companies to improve labour productivity. Rationalization of manpower has been identified as major thrust area by the management. The companies attach considerable importance to human resource development at all levels. Concerted actions have been taken by the management to exercise strict control on fresh induction of workers, training and development of existing employees. HR department of BCCL continuously tries to keep pace with fast changing and challenging world. It has taken the challenge to impart training, retraining to the employees for semi-skilled, skilled and highly skilled jobs. It is found that the total number of women workers in BCCL had a decreasing trend. Previously women workers were also employed in mines but attempts are going to eliminate the women employees from mines because of hazardous activities. Now women are working managerial and office jobs. The existing human resources include managers, supervisors and workers at all levels of the company. The company is strongly committed to the growth of all its employees.
INTRODUCTION
Dictionary meaning of Human Resource is the set of individuals who make the work force of an organisation, business sector or economy. The active resource of an organisation is human resource, other resources remain inactive in the absence of competent people. Hence, competent and qualified human resource is a key factor for the success of any organisation. Human resource development play a vital role in enhancing the skills of people.
Human resource development is a process of developing skill, competencies, knowledge and attitude of people in an organisation. It is a continuous process and is concerned with behavioural knowledge. It is a well integrated system. It provides better quality of life. It focuses all round development of human resource.
BCCL is a public sector undertaking. It is a subsidiary of Coal India Ltd. engaged in mining of coal and allied activities. It occupies an important place as it produces bulk of coking coal mined in the country. BCCL fulfills almost fifty percent of total prime coking coal requirements of integrated steel sector. BCCL was incorporated in January 1972 to operate coking coal mines of Jharia and Raniganj coal fields taken over by the Government of India on 16th October 1971 to ensure plan development of scarce coking coal resources in the country.
HRD is an integral part of management department. HRD in BCCL has been set up for the development existing human resource as well as future requirement with reference to technological advancement and gainful deployment of existing manpower to fulfill the demand of production and technology.
The development of its resources through a sound personnel policy and planned HRD inputs has enabled the organization to grow with the time and fulfill its obligation to the nations.
DISCUSSION
A Corporate HRD Plan has been developed by Coal India Ltd. on the basis of review of performance of HRD during last five years and strategic HRD Plan developed for next five years. The annual plan was worked out to integrate the efforts of HRD in all the training centers, located in different subsidiaries. The strategy was to utilize available in-house training infrastructure as well as meeting the needs with the help of existing training capabilities.
Manpower
Human resource management in Coal India is one of the strategic functions as the industry is labour intensive. The achievement of business objectives demands optimal utilization of available manpower. The cost of employing this manpower is high; as such continuous efforts are made for development and deployment as per the needs of the organization. Development and deployment of surplus women employees has also been started to derive benefits from their utilization. To maintain profitability, mechanization and introduction of new technology are being continually attempted for which supply of skilled manpower is ensured wherever necessary. All round efforts are made by the companies to improve labour productivity with reference to current status of manpower in Coal India .
Rationalization of manpower has been identified as a major thrust area by the management. The personnel policies of the organization have been formulated to ensure positive constitution by its employees. The Coal India management attaches considerable importance to Human Resource Development at all levels. Concerted action has been taken by the management to exercise strict control on fresh induction of workers, training and development of existing employees with a view to ensure skill up-gradation and also to achieve rationalization by retirement of workers through natural separation and voluntary retirement scheme. The company has been able to achieve substantial reduction in the employees’ strength and increase in the productivity.
Coal India Ltd. and its subsidiary companies prepare the Annual Manpower Budget for all the units starting from colliery, projects and areas up to the company headquarters level. The budget takes into consideration the designation-wise and skill-wise requirement of manpower and their deployment in different units and establishments. The company has now undertaken a comprehensive exercise to identify the surplus manpower in companies like ECL, BCCL & CCL and has also fixed the targets for bringing about rationalization in manpower strength. Efforts are also on to identify the workers who are trainable and who could be gainfully employed by intra – company and inter – subsidiary transfers. The company is faced with a major problem of mismatch of workers due to the provision for employment of next of kin in case of death and permanent physical disablement. The management has started a dialogue with the unions to bring about suitable modification in the provision.
The coal industry management felt an acute shortage of personnel in the executive cadre, particularly in the mining and engineering category. To fulfill the gap the management appointed a large number of mining and engineering staff with a view to obtain the objectives of nationalization. However, the comparative analysis of production and manpower strength of company reveals that although there had been sharp increase in production level, the manpower strength in BCCL had reduced from 1,77,458 on 1st April 75 to 1,13,738 on 1st April 2001 and further to 57,491 in 30.09.2014 (source CIL Corporate Portal).
MANPOWER AUDIT
Coal India Ltd. has a well-laid down system of Manpower Audit in all the companies. Standing Committees for Manpower Audit have been formed at company headquarters to monitor and control issues relating to manpower and their deployment. The company has also introduced fortress checking so as to ensure that there is effective check in the actual deployment of workers and the salary being paid to the employees.
Employment in different grades
There are several categories of employee in BCCL. We may categorize like Executive, Non-Executive. Non-Executive further may be subdivided as monthly rated, daily rated, piece rated etc.
The following table shows the current manpower strength of BCCL:
BCCL MANPOWER STRNGTH
|
|||
CATEGORY
|
01.04.2009
|
31.03.2010
|
30.09.2014
|
EXECUTIVE
|
2188
|
2004
|
2504
|
MONTHLY RATED
|
15219
|
14518
|
9495
|
DAILY RATED
|
43035
|
45356
|
42403
|
PIECE RATED
|
14623
|
8983
|
2233
|
TRAINEE
|
1027
|
763
|
856
|
TOTAL
|
76092
|
71624
|
57491
|
(Source: HQ, Koylabhawan, BCCL)
Women Employment:
The strength of women employment in BCCL has reduced considerably. In the year 1983-84, the total number of woman worker was 16770 which reduced to 9099 in 2001 (Source: Annual Report of CIL and BCCL-1983-2002).3 and further to 5799 as on 31.03.2013 (Source: Annual Report of CIL and BCCL-2012-2013)4.
It is clear that total number of woman worker in BCCL had a decreasing trend. Previously woman worker was also employed in mines. But attempts are going on to eliminate the woman employee from mines, because of hazards activities. Now woman employment is increasing for official and managerial jobs. A number of schemes are implemented to reduce the female employment in BCCL such as Voluntary Retirement Scheme (VRS)- By giving the job opportunity to her husband, son or son-in-law or VRS introduction by government (for male and female) – after 10 years of service or 40 years age.
In BCCL and ECL had the largest number of women miners but their role is declining due to increase mechanization to improve production through technologies such as dragline and shovel for open cast mine, long wall for underground mines etc. There has been no attempt to impart training and skills to enable them to adjust the reorganization of work. Women now occupy marginal position in BCCL industries because they are made redundant in labour process.
CONCLUSION
The declining number of manpower in BCCL is a matter of grave concern as this industry is labour intensive and India is facing the problem of unemployment. No recruitment was made in the industry for ten years as per Government instructions due to sickness of the industry but now the production has been improved hence more employment is desirable.
REFERENCES:
1.CIL Corporate Portal
2.HQ, Koylabhawan, BCCL
3.Annual Report of CIL and BCCL-1983-2002).
4.Annual Report of CIL and BCCL-2012-2013).
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