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Submitted in Partial fulfillment of the requirement for the award of degree of

Master of Business Administration (HRM)

J.Sekhar M.B.A.,
Under the guidance of

Dr. Rajani M.B.A., PhD



This is to certify that the project entitled” A STUDY ON

a bonafide work done by Mr. J.SEKHAR, under my guidance, in partial
fulfillment for the award of M.B.A degree in G.V.P. College for P.G.
Courses, Visakhapatnam under my supervision at BEL Machilipatnam

Visakhapatnam PROJECT GUIDE
Date G.V.P.College for P.G Courses
Gayatri Valley, Visakhapatnam.

The satisfaction and euphoria that accompany the

successful completion of any task would be incomplete
without the mention of the people who made it possible,
whose constant guidance and encouragement crown all the
efforts with success.
I would like to express my sincere thanks to Mr. RAMA KRISHNA
RAO, Personnel Manager for his valuable guidance and advice.
I would also like to express my gratitude to Mrs. P.S.V. JAYA
LAKSHMI, Mr.V.S.RAO, Manager, Bharat electronics limited, Mr.
NAGESH KUMAR, Marketing executive and all the staff of Bharat
electronics limited who have provided the necessary information.
I would like to express my sincere gratitude to Dr. I.
NAGA RAJA RAO, Director, M.B.A.program, and
G.V.P.College for P.G.Courses Visakhapatnam, for
giving me an opportunity to work on this project.
I am grateful to Dr.S.RAJINI, Head of the Department,
M.B.A. program, for giving me an opportunity to work on
this project.

My sincere thanks to Dr.S.RAJANI. Head of the

Department M.B.A. program, for whose continuous
guidance throughout our project work and for his expertise
suggestions and also for providing help and support
whenever I needed.

I wish to thank my parents who encouraged me in

carrying out the project work. I take this opportunity to thank
all my friends and well wishers who were with me for the past
two months and providing help with their valuable

As a part of Master of Business Administration programme of
Andhra University. I have under gone a field training at Bharat
Electronics Limited Machilipatnam for a period of two months from
1-05-2003 to 31-06-2003. I submit this bonafide work done by me in
partial fulfillment for the Award of Master of Business Administration
in HRM Andhra University. I further State that I am alone responsible
for ommissions and commissions if any.





















Personal Management has great relevance to PES in view of

their large size and complexity of organization, and also because of the need
to manage them professionally. Personnel Management aims at acquiring
capable people for achieving the objectives of the organization and for
ensuring that their efforts are utilized effectively. The personnel management
is perennially a matter of dealing face to face with people.It helps
management, supervisors and workers of understand each other’s point of
view. The various functions of personnel department include recruitment,
selection placement, promotion, training and development, performance
evaluation, wage and salary administration , motivation etc. Success and
Survival are the basic necessities for any business organization. Companies
adopt various methods and procedures to attain them. No business is left
without competition and competitors. So as to overcome the innumerable
hurdles of the business world organizations undertake actions like cost-
cutting, inventory control, quality control, etc. Reducing human resource
through VRS (Voluntary Retirement Scheme) and CRS (Compulsory
Retirement Scheme) are the latest focused areas for attaining the goal of
becoming the leader in the market for the organizations both in Public as well
as in Private sector.
In this perspective, retaining the skilled persons has become the tough
job in front of the HR Professionals. Identification of the talent in the
individual is the main task for which several methods adopted like
Performance Appraisal, BARS (Behaviorally Anchored Rating Scale),
Graphic Rating Method, Confidential Report and so on.
These methods provide a scope for the Human Resource Department
in assessing the potential of the individuals so that the right candidates are
bestowed with the organization.
This project work covers all the above aspects and mainly focuses on
the Grievances and disciplinary actions. Efficient Grievance management is
an important part of the Human resource management. Maintenance of
harmonious human relations in an organization depends upon the promotion
and maintenance of positive discipline. This project work deals with a study
of Bharat Electronics Ltd. BEL manufactures basic communication
equipment for the defense sector. One of its corporate value is “Employees
are the most important resource. The company will treat them with respect
and dignity and will create an environment in which they can realize their full
potential”. To achieve greater heights, practical study of the personnel
functions is necessary. This project aims at studying exactly the same thing


The survival of any organization also relies on its human resource.

Now days, Human Resource is also considered as an asset of the
organization. Culture of the organization depends on the employees working
in it. So human resource should be trained and retained in order to attain the
organizational goals.For this purpose, the individual skills have to be
analyzed and the right candidates should be identified to serve future needs.
Performance evaluation of the employees can be undertaken with the help of
methods like Graphic Rating Method, BARS, Performance Appraisal, etc.
These methods assist in estimating the potentialities and capabilities of the
employees working in the organization.
Any method of performance evaluation succeeds when the
management views it seriously and at the same time participation of the
employees will also show its impact on the outcome of the programmed and
the expected results.
So, when the employees feel the importance of these programmes, the extent
of involvement varies. And this gives the expected results to the organization.
With this intention, the project work was carried to study the satisfaction
levels of the employees and need of revising the existing method of appraisal.


i) To study the present performance appraisal system and its

drawbacks in evaluating the employees’ potentialities.

ii) To collect information about job description and job

specification of the various designations in the organization.
iii) To suggest the best possible alternative method in evaluating
individual’s competencies so as to overcome the limitations being
observed in the present appraisal system.
Objectives of the Project work
The purpose of this project work is to gain working knowledge of personnel
functions and to discover answer to questions through the application of
scientific procedures.

Objectives of recruitment
To attract people with multi-dimensional skills and experience that suits the
present and future organizational strategies
To induct out sides with anew perspective to lead the company
To infuse fresh blood at all levels of the organization
To develop an organizational culture that attracts competent people to the
To devise methodologies for assessing psychological traits
To seek out non conventional development grounds of talent

Objective HRD

In the context of present –day competitive situation s in business, the quality

of human capital of an organization determines the degree of success, which
it can achieve. Since there is keen competition for human resources and not
only the competition for customers, the human capital can be created within
the organization and not acquired from outside. From this point of view,
HRD has created its own needs in every organization. In particular, HRD is
needed for the following
To develop competencies.
System wide changes
To create conductive Organizational climate

Objectives of grievance process

To avoid serious disturbances of the working conditions and employees

Conformity to legal Provisions
It serves as a check on the arbitrary actions of the management because
supervisors know that employees are likely to see to it that their protest does
reach the higher management
It serves as an outlet for an employee gripes, discontent and frustrations.
It is not possible that all the complaints of the employees would be settled by
first time supervisors, for these supervisors may not have had a proper
training for the purpose, and they may lack authority moreover, there may be
personality conflicts and other causes as well.
Objectives of disciplinary mechanism

To maintain peace, prevent anarchy; regulate behavior of people and to hold

the pieces together. Moreover disciplinary measures ensure just and equal
treatment to all employees, efficient two-way communication encourages
cooperation and builds team spirit. Disciplinary rules regulate the behavior of
the employees in an organization as the law regulates the behavior of the
people in the society.

I have come across all the human resource practices with these objectives are
covered in this project work
Significance of the project work

“All progress in born of inquiry Doubt in after better than over

confidence for at leads to inquiry, and inquiry leads to invention”.
There has been a phenomenal growth in employment, wages, benefits,
working conditions, status of the worker, educational facilities etc. with the
growth and spread of industry. Moreover career patterns have also changed
widely by providing change. This has been possible only through fast
industrial development, which, in its term, depends on industrial peace
Machinery for maintenance of industrial peace
(a)Machinery for the prevention and settlement of industrial disputes in the
form of
Legislative and administrative enactment
Works committees and joint management councils
Conciliation Officer and board of conciliation
Labour courts, industrial tribunals, and courts of enquiry
Provisions for voluntary arbitration
Management of disputes focuses on collectivity of individuals. The real test
real test whether dispute is an industrial dispute or not depends whether a
majority or a large number of workmen are involved in the dispute. May
become an industrial dispute
Prevention of industrial dispute is a proactive approach in which an
organization under takes various actions through which the emergence of
industrial disputes is prevented. Such actions may relate to the adoption of
effective human resource practices right from recruitment of employees to
their integration to their organization
A dispute to be caught at the early stage
there should be an effective grievance process and disciplinary mechanism,
because a dispute is basically a grievance and then it leads to indiscipline

 The major limitation of the project work under study is time, since it
is to be completed with in a period of two months and this time
period may not be sufficient to undertake a comprehensive study.
 The performance evaluation study is designed on a broad perspective
to cover the needs and opinions of majority of the employees and
does not represent individual views.

 Thisstudy is exclusively from Bharat

Electronics Ltd., Machilipatnam and the results cannot be
extrapolated to other organizations.
 Being a project student, it created some hurdles in getting the true
feedback from the respondents.

The project work was carried out in 8 weeks at Bharat

Electronics Ltd. To facilitate the study, data was collected both
from primary and secondary sources of information.
1.Primary data: The primary data was collected from the
management cadre. Direct interview method was undertaken to
facilitate the process.

2. Secondary data: Information regarding the organisation

was obtained from secondary sources like company journals,
company websites, publications and records.

The primary data includes the first on hand data gathered from
interviews, interacting with the employees, direct observation, etc. This
included Asst. General Managers, Sr.Managers, Managers, Asst.Managers
and Sr.Executives.

To be successful in any endeavor a manager or any person attempts, it

is necessary to carry out a systematic and methodological series of activities
or studies.
These series of activities, which will help us to reach out the expected
goal . In order to achieve the objective the systematic collection of data from
various sources analyzing the so collected data and presenting the findings,
various sources were tapped into

For any research to be conducted a few basic steps are to be followed.

These steps can be diagrammatically represented in the following manner.

In the project given to me, the procedure or methodology followed

based on the steps given.
Step I
Define / Determine the problem faced. The main objective of this project is to
determine the over all personnel function and the level of Grievances and the
Grievance redressal process. And also the disciplinary actions that are taken
by the company.

Step II Specifying what information is needed.

The information that is needed to determine the HRM in the company
1. Industry profile.
2. Company profile.
3. HRM functions
4. Grievance procedure and disciplinary Mechanism.

Step III Identifiyubg the sources of information

1. Secondary data from previous records.

2. Magazines by publications.
3. Interviews from manager and workers.
4. Case studies

Step IV Analysis and Interpretation

In any research process a lot of information is collected – the most

important activity after gathering information is to annalist the collected
information so as to extract pertinent findings from the data and sieve but the
extraneous information. In this project the area of analysis was confined to
1. HRM processes in the industry level.
2. HRM processes in the plant level.
3. Grievances and disciplinary actions in the plant level as well as
industry level.
Step V Presenting the finding
The last step is to present the findings to the concerned authority. After the
information was analyzed it was submitted to Bharat Electronics Limited ()

Chapter 2



A company incorporated under the companies Act, is a originally

established at Bangalore in 1954 and had subsequently enlarged its
manufacturing and business net to 8 other different parts of the country. This
company has now manufacturing Units at Bangalore, Ghaziabad, Pure,
Machilipatnam, Panchkula, Chennai, Taloja, Kotdwara and Hyderabad. It has
its corporate office at Bangolore.

BEL has emerged as a leader in the highly advanced & competitive

sphere of professional electronics with its commitment to Quality, continuous
up gradation of technology & innovation as a way of life. Established in
1954, to meet the specialized electronic needs of the Indian Defense services
has grown into a Multi-technology. Multi-Unit company serving the needs of
customers in diversified.
BEL Offers products & services from a wide spectrum of fields like
Radars & Sonar, Military communications naval systems. EW systems.
Telecommunications sound & vision Broadcasting, OPTO Electronics, Tank
Electronics, solar photovoltaic systems, and Information Technology,
software & Electronic components.

The passionate pursuit of excellence at can be described in 3 words:

Quality, Technology, and Innovation.
Research & Development:
Being at the cutting edge of technology involves a strong commitment
to R&D. In its efforts to challenge the barriers of technological innovations
invests 5% to 6% of its annual turnover in R&D. Over 57% of its products
are developed in-hour. The rest are developed either by collaborations or

BEL has entered into several strategic alliances to help mechanize the
countries indigenous resources, reduce cycle time & utilize available know-
how, some of the alliance partners include the National Defense Research
organization, for the development of Defense & professional electronics
products & the center for Development of Telemetric (C-DOT) for Telecom
products, has also established central Research labs (CRL) at Bangalore and
Ghaziabad to develop futuristic technologies.

Besides optimizing the R&D strength in the country, has taken strides
towards enhancing its technological capabilities & know-how through tie-ups
with transnational companies.

Quality Assurance :
Quality is built into the product at the product at the design stage & is
monitored throughout the manufacturing Process for conformance.

"Carrying and exceeding the expectations of customers" is the Quality

policy of. In its march towards TQM, has been helped by the spread of
Quality consciousness into every sphere and every activity.

BEL Has established a dynamic Quality system to meet its Quality

objectives; programmes like Quality control circles & suggestion schemes
have generated enthusiasm & involvement among employees, there-cy
harnessing their creativity of innovation for improvements in operations.

BEL has also established a Quality Institute for providing training in

various areas including reliability & maintainability. Statistical process
Improvement Methodologies, 6 sigma & Quality management.

The level of Quality at has won many prestigious awards including the
National Quality Awards & Awards for standardization. All units are
certified to ISO 9001/9002 standards of international Quality.

To Sweden, Switzerland, UK, prance, Austria, Germany, Italy,

Netherlands, Russia, Ukraine, Australia, Brazil, New Zealand, Nepal, Sri
lanka, Bangladesh, Maldives, Hong Kong, Singapore, Philippines. China,
Malaysia. Israel, south Korea, UAE, Kuwait, Saudi Arabia, Bahrain, Oman,
Vietnam, Mauritius, Botswana, Egypt, Algeria & Kenya.

Information about recently happend things about (BEL) :

1. BEL records 77% Jump in orders : (April 30, 2002 Deccan chronicle

2. Amidst intense competition & economic slowdown, BEL has recorded
a 77% Jump in its order crossing Rs. 9,800 crores during a single year, 2001-
02. "The company's order inflow from India and abroad during the year shot
up to Rs.9,386 crores compared to Rs.5,557 crores in 2000-01, bringing the
cumulative outstanding order book to over Rs.12000 crores at the beginning
of the current financial year" a BEL release said here. The company also
recorded an all-time high export order inflow of Rs.800 crores in the 2001-


Bharat Electronics Ltd., (BEL), a premier professional Electronics Company
of India, has established and nurtured a strong in-house R & D Division t
develop new products in its field of operations. Besides, there are two Central
Research Laboratories (CRL) located at Bangalore and Ghaziabad, to address
futuristic technologies of interest to BEL.

Main areas of R & D activities at BEL include develop0ment of Military

Radars, Naval Systems, Military Communication Products, Electronic
Warfare Systems, Telecommunication products, Sound and Vision
Broadcasting Equipment and Systems, Opto Electronic Products, and
Electronic Components. CRL performs the dual role of carrying out blue sky
research for the development of future technologies and supporting the D &
E divisions of BEL’s nine units with state-of -the –art core technology
solutions in areas like Embedded Computers and applications, Radar Signal
Processing, VLSI designs, RF & Microwave Communication Technologies,
Software modules etc.
BEL’s R&D Units have state-of –the –art R & D infrastructure, facilities, and
manpower with relevant technical expertise for product development. There
are about 1000 engineers working in BEL on various D & E projects. BEL
take adequate initiatives for the all round development and expertise up
gradation of R&D human resources, State of the art infrastructures, test
equipment, computers & workstations, Software packages etc. are augmented
every year for the R&D divisions, BEL R&D Units are recognized by the
Department of Scientific & Industrial Research under the Ministry of Science
& Technology, Govt. of India.
R&D Units of BEL have close interactions with other National Design
Agencies like DRDO, CSIR, C-DOT and a number of Technical Institutes,
BEL jointly works with them to tap suitable indigenous designs for
commercialization, Technological collaborations with some of the
Multinational Companies and subsequent absorption of these technologies
also has enhanced the technological base at BEL. On an average, about 67%
of BEL’s turnover is from indigenous design, and 33% of it is through
foreign technology transfers.


Bharat Electronics Limited is a major suppler of products and turnkey

systems to the Indian Defense Services. Over the years, BEL has diversified
into manufacturing many civilian products as well; Large turnkey
telecommunication solutions are also being offered to civilian market. A brief
list of the Customers in the defense and civilian market segments and the
products and services offered to them is given below:

Products and Services Customers

Defense communication Indian defense Services, Para-military forces

Indian defense Services, Civil Aviation,
Radars & Sonar’s Meteorological Department, Space
Telecommunication Department of Telecommunication, Para-
military forces, power sector, Oil Industry,
Broadcasting Equipments and All India Radio, Doordashan, (National
Radio & TV Broadcasters)
Studio Systems
Electronic Voting Machine Election commission of India.
Solar Products & Systems Individuals, Private and Government
Turnkey Systems,
E-Governance Police, State governments, Public sector
All India Radio and Doordarshan the
ComponentsNational Radio & TV Broadcasters, Instrumentation Industry,
Switching Industry, Entertainment Industry Telephone Industry. List of
world class companies with whom BEL has technological collaborations for
different state-of-the-art products are as given below:
Company Products
Oerlikon contrives, Switzerland Navel FC Systems
Norcontrol, Norway Radar Scan Converters
Northrop Grumman, USA Airport Radars
ELTA, Israel BSFR(Battle Field Surveillance Radar)
INROS, Russia Sonorous
Matra Defense Equipment&Systems Electric Drive Systems for Tanks
Sextant, France LCD display unit
ELBIT, Israel Stand alone communication unit
Ericson, Sweden Radio Relay System
Elopotro, South Africa Laser Range Finder
Signal, The Netherlands Fire Control Radar
Thompson Tube Electronic, France TWT
Products and services Countries

Defense communication Algeria, Botswana, Brazil France,

Germany, Malaysia, Mauritius, Russia,
Sweden, Switzerland, Uk.
Civilian Communication Brazil, Iran, Italy, Kenya, Malaysia,
Nepal, Singapore, Sweden, Switzerland,
Uk, Vietnam.
Semiconductor Devices Austria, Australia, China, Finland,
France, Hong Kong, Malaysia,
Netherlands, Philippines, Germany,
South Korea, Singapore, Spain, Taiwan,
Turkey, UAE, UK, USA.
Electron Tubes, Magnetron, Algeria, Armenia, Bangladesh, Brazil,
Transmitting Tubes, TV Picture Egypt, France, Greece, Hong Kong,
Tubes and Parts. Italy, Nepal, UK, USA, Zambia.
COTO Electronic Products and Australia Egypt, France Germany,
Parts Israel, Malaysia, Netherlands, New
Zealand, Saudi Arabia Singapore,
Sound & Vision Broadcast Vietnam, Brazil, Middle East.
Radar and Sub-Systems Switzerland, Ukraine.
Contract Manufacturing LSA, Australia, Japan, Brazil, Canada.
BatteriesEnergy Saver and other Australia Bahrain, Kuwait, Mauritius,
Products Malawi, Nepal, Oman Philippines,
Saudi Arabia, UAE, USA
Turnkey Systems Nepal, Kenya

Exports play a key role in BEL’s strategic perspective. The ranges of
products and services exported have been increasing over the years. A
number of international companies are using the facilities at BEL for contract


Bhadrat Electronics limited () - Machilipatnam.

1. Industry: - The unit of Machilipatnam was earlier popularly known as

the Andhra scientific company ltd. The establishment of Andhra

scientific company (ASCO) ltd was founded by shri A.R.Murthy in
1926 & started it as a small workshop with patriotic zeal when even
small components were being imported from England on account of
his vision another unit of this size by name National Instruments ltd,
was also starred, but subsequently on account of some problems it
could nor function. The ASCO was manufacturing all scientific & lab
Equipment, measuring equipment, instruments, required for sugar &
tobacco industries through out the country on account of financial
troubles. The company had changed hands & subserviently during
seventies, the management of the company was passed on the
Department of Defense production, Ministry of Defense, under
Industries (Development & Regulation) Act 1951 it is a sick unit. The
Defense ministry had managed this company for decade & Ultimately
it was taken over by an Act of parliament in 1982 and since has been
manufacturing a wide range of optical & OPTO electronic equipments
to the armed services, paramilitary forces & the civilian sector.

OPTO Electronics :

Bharat Electronics Limited Machiliptanam manufactures Night vision

products for operations in dark & poor visibility conditions for the defense
services & security organizations. Laser Range finders for Army & surgical
Microscopes for Medical applications are also made at BEL. BEL'S strength
lies in its in-house capability to design & manufacture components and sub
systems operating in the UV. Visible & IR spectrum components sourced
from by overseas customers Lenses, prisms, Mirrors and Sub-assemblies.

2. Organization: - Machiliptnam units have got 7 executives & 460 non-.

Executives on its rolls as on today, Apart from the 163 trainees under the
apprenticeship act. This is headed by a General Manager who in turn reported
to the chairman, Managing Director through the Executive Director (other
units). The unit has got the following divisions:
(A) Production & Production control
B) Management Information systems & Material Management
& stores management.
(C) Finance Department.
(D) Developing & Engineering Department.
(E) Marketing Department.
(F) Quality Assurance & services.
(G) Personnel & Administration (HRD) Department.

Functions of different Departments are briefly shown in the

organization chart. Functions of personnel & Administration Department are
briefly shown in the P&A organization chart.

3. Manpower particulars:
Total number of Employees: 424
In this (i) Executives – 71 (ii) Non - Executives - 353.
In Non - Executives (a) Unskilled workers - 37.
(b) Semi skilled workers - 35.
(c) Skilled workers - 287.

BEL - Machilipatnam Unit is spread over an area of 5.5 acres, is the heart of
the town, and has 6 major departments.

(1) Conventional optical workshop. Which is the original workshop

established by ASCO & which is still being used for production of high
provision optics for the experiments (2) Modern optical workshop (3) Final
Assembly (4) Machine shop with CNC facility (5) Mechanical Assembly (6)
D&E and services.

This unit contributes to the civilian sector in the form of surgical

Microscopes catering to the needs of ophthalmic & ENT Surgeons, Neuron
surgeons and Gynecology and to the Microsurgeries. The surgical
Microscopes in the civilian sector manufactured by this unit has got ECTV
attachment to facilitate better case in surgery as also for keeping a record of
operations & also taking the surgery to the class rooms. The zoom attachment
to the Microscopes facilities magnification of minute nerve centers of the
eyes, this facilitating better access for damaged parts. This unit is one of the
most modern OPTO electronics facilities of its kind in the country.

This unit manufactures both day & night vision equipments for the
defense forces such as telescopes. Periscopes, Day vision sights, night vision
goggles & gunners sight for the Russian T-55 tanks. This unit has got the
sophisticated manufacturing facilities including the computerized CAD &
CAM. With its sight firmly set on the new generation products like BNVP,
DNS, GNVP MK-II, laser optics etc., this unit is geared to face the
challenges of the next millennium with confidence. The motivated task force
comprising of 550 employees at all levels including workman & Engineers
are driving the units to the goals of the company. BEL'S main objective is to
manufacture state of the art equipment & it is committed for Quality. It has
rightly put forth its motto as "Quality, Technology, and Innovation".

Misson of this organisation :

To be the market leader in Defense electronics & other chosen fields &
products there by serving the national needs through "Quality, Technology &

Objectives of this organization :

(1) To be a customer-driven company supplying Quality products of
competitive prices of the expected time & providing excellent customer

(2) To active growth in the operations commensurate with the growth of the
electronics industry in the country & retain its position as a leader & pioneer.

(3) To generate adequate profits through sales & services for financing the
investments required for modernization, expansion, growth and of the some
time ensuring of fair return for the investor.

(4) To be the No: 1 company in the country in the chosen segments of

business & active & retain a sizeable market share in a traditional business
such as: communication (Defense & Non - Defense), Electron tubes, etc.
(5) To retain the company's technological leadership in Defense & other
chose fields of electronics through in-house R&D as well as through
collaboration co-operation with Defense & National Research laboratories,
universities & other academic institutions.

(6) To establish a large overseas market for its products & services.

(7) To strive for self-reliance by indigenisation of materials components,

plant & Machinery consistent with cost effectiveness & Quality

(8) To be the fountainhead of electronics technology in the country by

sharing the expertise & know with others in the industry consistent with the
business interests of the company.
Values: -
(1) Foremost is customer satisfaction all our customers shall be predicated to
meeting customer needs in terms of Quality, price, performance & after-sales

(2) Employees are our most important resource. Well will treat them with
respect & dignity & we will create an environment in which they can realize
full potential.

(3) Integrity, fairness & equality shall be the guiding principles in all our
business dealings.

(4) Innovation being the key to success in our business. We will give positive
encouragements to creative & innovation in technology & products & in
every sphere of our activity.

(5) Quality is the key to productivity improvement & cost reduction. A

fanatic life is excellence shall govern of all our activities.

(6) Discipline & commitment shall be our ethos. A climate where employees
willingly & voluntarily adhere to good order & discipline & give their best
shall be creating.

(7) Vendors, suppliers & sub contractors are crucial to the company's
operations. Mutual loyalty & Mutual prosperity shall govern the
(8) As a responsible member of society the company will take positive steps
to promote a clean environment & trade active part in the efforts of the
government to enhance the Quality of life.
Milestones of, Machilipatnam Unit

1926 - Establishment of Andhra Scientific Company (ASCO) by

a schoolteacher Sri Ayyagari Ramamurty Panthulu garu
with philosophy “Service to Science”
1937 - ASCO converted as a public Limited Company
1943 - Moved into own premises
Started new field of optics and manufacturing of variety
of optical instruments starting with microscopes to survey
instruments. In the process of expansion, the company
took up yet another important project – making precision
1948 - Most of the company went up in flames in fire accident
but it was rebuilt. Started allied industries like glass and
chemicals and helped in setting up of ancillary units in
nearby villages.
June 26, 1949: Mr. Ramamurty, who laid excellent foundation and
scarificed his life in the service of the nation and raised
the company to great heights, departed to reach to abode
of God.
1949 – 1971 The company changed hands and survived in spite of
The company was closed for about nine months in spite of the fact that
the company had by then developed the technology and
know-how to manufacture defence-oriented instruments.
1972 company was reopened and taken over by the Union Government
under Industries act and handed over to the Department of
Defense Production
1972-82 During this period, the company made substantial
progress and proved its capabilities to manufacture
instruments, which could meet the stringent military
3rd Nov’ 1982 the company has been nationalized by an Act of
Parliament. The Govt. of India decided to integrate ASCO
with Bharat Electronics Limited
From then, the company has seen planned modernization facilities and
exciting results in a short time. Various night vision
instruments laser Range Finder Instruments and other
precision optical and Opto electronic instruments were
Dec’1982 the name of the company is designated as Bharat
Electronics Limited,
ACSO Unit, and later re-named as – MC Unit.
Dec’1982 MC Unit has been selected for Award of Excellence in
performance during 1985-86.
Mar’ 1988 Many sophisticated OPTO-electronic instruments like
BNVP, PNS are taken up. Modern Optical Workshop has
come up with state-of-the manufacturing and testing
facilities with an investment of over Rs. 3.5 crores.
HR Philosophy and policies
Recruitment and Selection
Training and development
Performance appraisal
Promotions and transfers
Industrial Relations
Different terms are used to denote human resource management. They
are labour management, labour administration, labour – management,
relations, employee employer relations, industrial relations, industrial
relations, personnel administration, human capital management and the like.

Human resource means employing people, developing their resources,

utilizing, maintaining and compensating their services in tune with the job
and organizational requirements.
The human resources philosophy of the company is based on the coordinal
Self-managing resource.
We believe that the human being is a fundamentally different and
unique resource in that he is simultaneously a source, a resource and the end
of all economic and social activity. He is the means as well as purpose. He is
capable, willing, and in the normal course if evolution, developing.
We believe in the inherent potential of people. There are deferent kinds
and degrees of potential, which can be developed and utilized in the context
of task challenges, responsibility, and commitment.
We believe that any apparent limitations in the people are the results of
a variety of circumstances and factors, and can be over come with support,
awareness and correction following which, the potential has a chance to
flower again.
Quality of work life.
We believe that BEL as a business can provide a high quality of work life for
all its members through opportunities for a meaning full career, job
satisfaction, and professional development. Through this BEL members will
be contributing to quality of life in their interface with society.

Human resource policies

HR policies provide guidelines for a variety of employment
relationships and identify the organizations intentions in the recruitment,
selection, development, promotion, compensation, motivation, and
integration of human resources.
Objective of HR policies.
To enable the organization to have adequate, competent, and trained
personnel at all level;
To provide such conditions of employment those enable the personnel to
develop a sincere sense of unity with the organization and to carry their
duties in the most willing and effective manner;
To provide and create a sense of responsibilities on the part of those directly
deal with human resources to adopt a humanistic approach with a guaranteed
protection of the fundamental rights of the employees and their dignity
To develop conditions for mutual trust and cooperation between those who
manage and those who are managed at all levels of the organization;
Areas of Human Resource policies
Another significant issue, which is relevant for HR policy formulation,
is the areas in which specific policies should be prescribed. Policies should
exit in all critical areas of HRM. The critically of an area depends on its
contributions to the achievement of HRM objectives. From this point of view
policies are required in the following areas:
Acquisition of personnel.
Training and development.
Appraisal and compensation.
Human relations mobility
Working conditions and work schedule.
Industrial relations.


Recruitment is a process of finding and attracting capable applicants for the

employment. The process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applicants from
which new employees are selected.

Purpose and importance of recruitment

Recruitment determines the present and future Human resource requirements
of the organization in conjunction with human resource planning and job
analysis activities
It helps to increase the pool of potential personnel and the organization has a
number of options to choose from
It helps in increasing the success rate of the selection process by filtering the
under qualified or over qualified job applicants
Recruitment policy
Before initiating recruitment process, it is desirable that recruitment policy is
formulated for providing guidance to undertake recruitment process
To prescribe whether the recruitment would be centralized or decentralized at
unit levels.
To prescribed the degree of emphasis that would be placed on recruiting from
inside the organization or outside the organization, and different outside
To specify the degree of flexibility with regard to age, qualifications,
compensation structure and other service conditions.

BEL’S Recruitment process

The executives are recruited through a central advertisement issued by

corporate office and after selection and induction, they will be posted to
different units depending upon the executive needs of the units, in respect of
the non executives, though there are no recruitment in the recent years, the
recruitments are made, whenever it takes place, by issuing notification to the
Employment Exchange. The selection of the non-executives and executives
are made through written test and Interviews. The company pays SC/ST
candidates called for interviews traveling allowance.

Human Resource Development

Concept of HRD
HRD is process in which employees of an organization are continuously
helped in a planned way to acquire or sharpen their capabilities required to
perform various tasks and functions associated with their present and future
expected roles
Features of HRD
Focuses of human resources
Development at four levels
Continuous and planned process
HRD process
HRD is a continuous and planned process. This process can be identified in
the context of the work and its performance. Every work has two dimensions:
substantive and procedural. Substantive work involves what to do and
procedural involves how to do. HRD undertakes to develop this process,
which is of the following types:
Existential process
Coping process
Empathic process
Building process
Collaborative process
Growth process

Training and Development

“Management development is all those
activities and programmes when recognized
and controlled, have substantial influence in
changing the capacity of the individual to
perform his assignment better and in doing so
are likely to increase his potential for future

Role of training and development

Increase in efficiency
Increase in morale of employee
Better human relations
Reduced supervision
Increased organization viability and flexibility
Depending upon the needs of the Individuals and also depending upon the
needs of the organization, training is provided in-house, on the job or external
places like IIM, Bangalore, MDI, Gurgaon and COD, Hyderabad etc. There
is a training policy of the company where 36 of the employees are to be
trained each year.

Performance Appraisal

Concept of Performance appraisal

It is the process of evaluating the performance and qualifications of the

employees in terms of the requirements of the job for which he is employed
for the purpose of administration including placement, selection for
promotion , providing financial rewards and other actions which require
differential treatment among the members of a group as distinguished from
actions affecting all members equally
Objectives of performance appraisal
Rewards people for manipulating the system rather than improving it
Is often self-defeating,
Is consistent with team work
Acts as a substitute for proper management
Meticulous selection of leader
Educating worker about their obligations and providing training and
education after selection
To increase salary
For promotions
For training and development
For feed back
Performance appraisal in BEL
Each executive and non-executive is appraised every year and the
performance is measured through it. In case of non-executives, the reporting
officer and reviewing officer appraise the performance. In case of executives,
executive himself, reporting officer and reviewing officer make performance

Promotions and Transfers

With regard to promotions, there is a time bound schedule for non-

executives, providing time-bound promotions. Though all the employees are
liable for transfer to other units, usually transfers are made in respect of
executives to other units.
Wage and salary Administration

Wage and salary are often discussed in loose sense, as they are used
interchangeably. But ILO defined the term wage as “the remuneration paid
by the employer for the service of hourly, daily; weekly and fortnight
The term salary is defined as the remuneration paid to the clerical and
managerial personnel employed on monthly or annual basis

Objectives of wage and salary administration

The objectives of wage and salary administration are numerous and
some times conflict with each other. The important among them are
To acquire qualified competent personnel
To retain the present employee
To secure internal and external equity
To ensure desired behavior
To keep labour and administrative costs
To protect in public as progressive employers
To pay according to the content
To facilitate pay roll administration
To simplify collective bargaining
To promote organization feasibility

Wage and Salary Administration in BEL

Wage and salary administration is being done based on lald down policy.
Wage agreements are signed by the Management and Employees unions and
based on the same the wages are paid. The minimum wage at present is
above Rs.6, 500/- apart from the other perks like uniform, medical benefits

Etc. available for them. All the employees are governed by the plant
performance Incentive scheme as per which all the employees will get cash
incentive based on the performance indices.

Industrial Relations
Industrial relations is a whole field of relationship that exists because
of the necessary collaboration of men and women in the employment process
of an industry.
Characteristics of industrial relations
Industrial relations are out come of employment relationship in an industrial
Industrial relations develop the skills and methods of adjusting to and
cooperating each other.
Industrial relations system creates complex rules and regulations to maintain
harmonious relations
The government involves shaping the industrial relations through law, rules,
agreements, awards etc
The important factors of industrial relations are:
Employees and their organizations,
Employer and their associations and
Factors of industrial relations
Institutional factors
Economic factors
Technological factors
Social and cultural factors
Political factors
Governmental factors
Objectives of industrial relations
To promote and develop congenital labour management relations
To regulate the production by minimizing industrial conflicts through state
To extend and maintain industrial democracy.
To avoid industrial conflict and their consequences.
Industrial relations in BEL
a. The employee and employer relations are fairly good.
b. Joint committees are nominated wherever required either
statutory or non-statutory.
c. Mostly the handling of grievances is direct and the genuine
grievances are redressed immediately.
d. There is a laid down discipline procedure to deal with cases
as enumerated in the standing orders of the company.
e. Mostly the industrial disputes and settlements are done
through conciliation machinery provided by the state Govt.i.e
Dy commissioner of labour and Asst. Commissioner of
f. Union – Management relations are fairly good.
Meaning of Grievances
Causes of Grievance
Identification of Grievances
Grievance Redressal process in BEL
Grievance Procedure in BEL:
C O N T E S T E D B Y L E G A L S U B JE C T M A T T E R S / N A T U R E O F
Meaning of Disciplinary process
Types of Discipline
Objectives of Discipline
Procedure for taking Disciplinary Action

Grievance procedure

Efficient grievance management is an important and integral part of

the human resource management there are several aspects of HRM, Human
relations and industrial relations practices which generate feelings of
discontent on the part of individual workers.

A grievance is a sign of employee’s discontent with job and its nature.

When the organization fails to satisfy the employee needs, he develops a
feeling of discontent or dissatisfaction.

The concept grievance has been defined in several ways by different

Beach defines as grievance as “any dissatisfaction or feeling of injustice in
connection with one’s employment situation that is brought to the notice of
the management”.
Flippo indicates the grievance as “ a type of discontent which must always

Causes of grievance
Grievances may emerge at any level of the organization and by any factor in
the organization
Wages and working conditions;
Management policies and practices;
Maladjustments of employee;
Identification of grievances
Grievances should be redressed by adopting proactive approach rather than
waiting for the grievances to be brought to the notice of management. For
adopting proactive approach to grievance management it essential to identify
the nature of grievances and the underlying factors. The Mnagement can go
through four methods for identifying grievances.
Exit interviews
Grip box system
Opinion surveys.
Open- door policy.
Grievance Redressal process in BEL:

“Grievance” means anything pertaining to payment of wages, leave,

overtime, transfer, promotions, seniority, work assignment, designation, non-
extension of any welfare amenity provided for under law, or benefit due
under the rules, interpretation of bonds and/or agreements. Etc. affecting an
individual employee or a small group of employees.
When an employee has a grievance to represent, he shall first represent
his grievance in writing to the section head, which shall meet the concerned
employee, and given his decision within 7 days of presentation of the

If the employee is not satisfied with the decision given or fails to

receive an answer within the prescribed time, he shall present his grievance
substantiated by facts, in writing, to his Departmental head through the
sectional head and give his decision with is 7 days of presentation of the
grievance. The period may be extended further by 7 days after duly
informing the concerned employee according.

If the decision of the Departmental head does not satisfy the employee
or if the decision is not given within the prescribed time the aggrieved
employee may other represent or request for forwarding of his grievance to
the divisional head shall give his decision in writing within 20days from the
date of receipt of the representation.

The employee shall have the right to final appeal to the General
Manager; such appeal will be disposed of ordinarily within 1month.
No employee shall be harassed or victimized for having preferred a
grievance to the processed under this procedure. Any complaint for an
employee regarding harassment or victimization in this behalf may be made
directly to, Divisional/Departmental head.
The time spent by the employee during the grievance proceedings shall
be treated as on duty.
Grievance procedure in BEL:

There is a grievance procedure laid down in accordance with the

Industrial Act & unions and Management handle mostly the grievances. If
there are any deviations, they are referred to corporate office for this
guidance and decision.

(1) With the object of providing employees an easy and readily accessible
machinery for the ventilation and prompt redressal of their day
grievances, a detailed “grievance procedure” is adopted as per the
(2) No employees shall be harassed or victimized for having preferred a
grievance to be processed under this procedure.
(3) It is of utmost importance to settle day-to-day grievances of
employee’s very promptly. Of grievances, however minor they may
be, are not settled promptly, they are likely to tend to become grave
and endanger industrial peace. Further may also undermine discipline.
(4) All the sectional/departmental heads should therefore see that:
(i) Efforts should be made to settle day –to- day grievances by
personally contacting the employees:
(ii) Efforts should be made to settle the grievances at the lowest
level as far as possible:
(iii) It should be ensured that the day-to-day grievances are not
allowed to file up;

(iv) The time limit prescribed, in this grievance procedure for

settling grievances at different levels is strictly adhered to;
(v) When an aggrieved employee wishes to take the grievance to
the next higher level it is invariably forwarded to the higher
authority as laid down in the grievance procedure:

(vi) An employee, who has leave his work or work spot to have
his grievance processed in accordance with this procedure, is
normally given permission to do so;
(5) Should any assistance or any information be required on any specific
point, the personnel departments (Industrial Relations) may be
contacted for assistance
(6) A register should be maintained as per the form ‘A’ enclosed to this
office order.
(7) The form ‘B’ enclosed to this office order on or before the 7 th working

day of every month in respect of grievances processed in the preceding

Primary aim/objective of Legal Section is to safeguard organizational
interests inter alia others.
By and large Legal Section carries out following functions: -
(1) Contesting/defending all cases on service matters filed by or against the
(2) Setting industrial disputes by adjudication in different Courts.
(3) Drafting pleadings, arranging evidence and arguing cases,
(4) Giving opinion/preventive advice on legal matters,
(5) Scrutinizing pleadings filed by other parties and preparing counter for
(6) Making efforts to strengthen employee’s cases,
(7) Disseminating information on changes brought about by latest judicial
Pronouncements (case laws) and legislative amendments.
(8) Acting as Legal interpreter,

(9) Legal curator and litigation handler.

C O N T E S T E D B Y L E G A L S U B JE C T M A T T E R S / N A T U R E O F C A S E S
Labour, Civil & criminal matters contested by Legal Section generally
include following nature of cases.
(1) Striking off names, on account of unauthorized absence with or
without enquiry / notice.
(2) Terminations due to unauthorized absenteeism after enquiry
(3) Dismissals for other misconducts after enquiry
(4) Reduction of pay, withholding/ stoppage of increments
(5) Wrong fixation of pay and or increment dates
(6) Deduction/ Non-payment of wages
(7) Refund / Non-payment of penal rent/HRA/ other allowances
(8) Non-payment of arrears/other monetary benefits
(9) Claims of seniority / Promotion / higher pay scales
(10) Change of designation/post/ place of work / department
(11) Change of service conditions/ working hours
(12) Choice posing, designation and depot
(13) Cancellation of transfer/other order passed by employers
(14) Age cutting/ pre-mature retirement/date of birth change
(15) Impersonation cases
(16) Claim of employment/appointment/ regularization
(17) Workmen’s Compensation/Insurance and other claims
(18) Cases relating to contract labour
(19) Interpretation of Awards and/ or other orders
(20) Sundry Debtors
(21) Family maintenance
(22) Land disputes
(23) Succession certificate
Appeal against the Eviction Other of Estate Officer
(a) specify the appellate authority.
(b) The employer shall, for the purposes of clause
(c) The appellate authority,
after giving an opportunity to the workman of being heard shall
pass such order as he thinks proper on the within 15 days of its
receipt and communicated the same to the workman in writhing.

(5) Mode of serving charge sheet and enquiry notices etc will be through his
departmental/sectional head or by registered post with acknowledgement
due/Dispatch Rider if the workman is not attending the factor/suspended. If
the registered post with acknowledgement due letter is returned, the service
will be darned to have been duly effected by displaying the same on the
company’s notice board.

2. Settlement of the dispute during the course of conciliation/reference of

the dispute for adjudication in the event of failure of conciliation

If a Settlement in the matter pending before the conciliation Officer is

beneficial to the company, the proposal will be put to the management
seeking its approval for the Settlement of the dispute. Before doing so, legal
opinion from the company’s advocate will be sought, if necessary.
After obtaining due approval from the management, the proposal to
settle the matter will be indicated to the Conciliation Officer who in turn will
put forth the proposal before the workmen/union for his/its acceptance. If the
proposal is acceptable to the workmen/union, a Settlement will be signed
before the Conciliation Officer under Sec. 12(3) and 18(3) of the I.D.Act.

If both the parties stick to their respective stand, the conciliation ends
in failure. The Conciliation Officer would send a failure report to the
Government. If the Government comes to a conclusion that the dispute in
questions fit to be adjudicated it will refer the dispute to the Labour
court/Industrial Tribunal for adjudication. On the other hand, if the
Government comes to the conclusion that the dispute is not fit for reference,
it will refuse to refer the dispute to the Court for adjudication and an
endorsement will be issued to the effect.
3. Reference of dispute to the Labour Court Industrial Tribunal
When the Government to the Labour Court/Industrial Tribunal, the
Court, after registering the dispute issue a notice to both the parties, refers a
dispute. The party workman will be called upon to file its objection/counter

After getting the notice from the Court, the advocate to whom the case
could be entrusted will be decided and pure up to the management for

Thereafter, vakalatnama duly signed by GM(P)/authorized officer will

be made applicable to our advocate who will file and error appearance in the
case entrusted to him. Subsequently, the advocate will prepare the objection
statement with the assistance of Legal Section and file the same relevant
documents will also be produced.

4. Obtaining legal opinions from the panel advocates

Whenever the Strategic Business Unit (SBU) Personnel
Executives/other Departmental/Divisional Heads of the company seek legal
opinion on various matters, the Legal Section will examine the matter and the
opinion will be furnished. However, certain matters of importance will be
referred to company’s panel advocates for their considered opinion.

After obtaining the consumer Price index from the state Government
the wages will be worked out after taking various components into account.
After due approval of Finance/management, revised rate of wages payable to
contract laborers by the contractors will be notified.

5. Notification of National and Festival Holidays for the calendar year

To be in line with the Holidays notified by the Government of
Karnataka, the holidays for the State Government will be collected from
Office of the Endowment Commissioner and national and festival holidays
will be proposed keeping in view the practice followed in earlier years.

The Proposal will be submitted to all the Registered Trade Unions

functioning in BEL for their view. If there is no dispute over the proposals
given to them, the propose holiday’s will be declared. In the event of any
dispute by any of the Trade Union, the matter will be taken up with the
Labour Department for a decision. The concerned Labour Office will fix up a
joint meeting and issue notice to all the Trade Unions. After hearing the
representatives of Trade Unions and the management, the Labour Office will
pass orders, which will be notified for the information of

6. Submission of gratuity nomination form by the employees/executives

to the authorized officer for acceptance

Manager (Legal) is authorized to accept the nomination under the

Gratuity Act. Whenever employees/executives submit the nomination
form (in duplicate) either fresh and change of nomination, form and
forward the same to Manager (Legal) for its acceptance. Manager
(Legal) after verifying the correctness of the nomination records signed
by Manager (Legal) will be returned to the respective personnel
department who will keep one copy of the nomination in the personal
file of the employee/executive and send another copy to the
executive/employee for his information about the acceptance of the
nomination made by him Simultaneously the EDP records will also be

7. Leading evidence of serving/retired employee/executives on behalf of

the company before the Court

In the cases pending before various courts evidence of witnesses

on behalf of the company will be led by taking officers/employees of
the company to the court.

If employees/executives have retired from service they will be

contacted through letters/phone and requested to co-operate by coming
and deposing and deposing, they will be paid a sum of Rs.300/-per day
of appearance.
8. Assisting the ES/Transport in getting the driver on bail in the event of

Whenever the company’s driver is taken into police custody and

company’s vehicle is seized in connection with an accident on the
public road involving company’s vehicle, on the request of
ES/Transport, Legal Section will make arrangements to engage an
advocate to get the driver on bail and vehicle released from the court.

In the same accident, if the parties move the Motor Accident

Claims Tribunal for award of compensation, on getting the notice from
whom we have taken insurance cover for our vehicles, along with
vakalatnama requesting them to defend the interest of the company
through its advocate.
9. Locating the assets of the judgment debtor for executing the court

After the court passes decree in the Suits filed against the
debtors, efforts will be made through our Security Department of

Private detective agency to find out the assets of the judgment debtors
to enable us to execute the decree.

10. Settlement of bills of the advocates

Professional fee structure to the advocate for various cases is

laid down. First 50% of the professional fee is paid to the advocate on
entering appearance and the balance 50% will be paid after the
disposal of the case When the advocate prefers the bill it will be
scrutinized and put up to management for approval After getting
approval, the cheque will be obtained from the Accounts Department
and passed on to the advocate

11.Implementation of the Court’s Award/Order or filing an appeal :

If the Order/Award passed by the Court is against the

management it will be studied to find out whether there is any scope
for Appeal against the Order/Award. Legal opinion will also be taken.
If it is found that there is any scope for appeal, after taking
management’s approval the advocate will be requested to challenge the
Order/Award in the Appellate Court.

12.Amendment to certified standing Order of the company :

Whenever an amendment to the standing orders of the company

is sought either by the Trade Union/s or the Management, the proposal
will be submitted to the jurisdictional Regional Labour Commissioner
(Central) and a copy of the same will be served on the management/all
the Trade Unions.

The RLC( C ) will call upon the parts to file their objections, if
any, and address their arguments. After examining the objections and
hearing the parties, the RLC ( C ) will pass orders on merits. The
aggrieved party will prefer an Appeal to CLC ( C ) against the Order of
the RLC ( C ). Thereafter, the appeal lies to the Supreme Court.
13. Filing civil suits/Winding Up pensions against the Sundry Debtors in the
courts located at outstations.

Wherever the jurisdiction to file the suits/Winding Up Petitions

against the Sundry Debtors is not Bangalore but outstations like Delhi,
Chennai, Hyderabad etc, an advocate at outstation will be identified,
fee negotiated and the case will be entrusted. Status of the case will be
ascertained from time to time.

Disciplinary Procedure
It is essential to maintain discipline among the employees for better job
performance. The literal meaning of discipline is the mode of life is required
in an individual irrespective of the cotext in which it is followed. in the
organizational context , discipline denotes mode of behavior in accordance
with organizationally prescribed rules, regulations, procedures.
Maintenance of harmonious human relations in an organization
depends upon the promotion and maintenance of discipline. No organization
can prosper without discipline.
Maintenance of effective discipline in an organization ensures the most
economical and optimum utilization of various resources including human
Types of discipline
Positive and Negetive discipline
Positive discipline is known as preventive, determanative, or self discipline,
involves actions to encourage employees to follow rules and procedures so
that infractions do not occure.
Negative discipline is known as corrective, punitive or autocratic discipline.
It involves the use of external force or the threat of its use to restrain
employees from engaging in behaviors which are contrary to rules and

Objectives of Discipline
1. To obtain a willing acceptance of the rules regulations and procedures of
an organization.
2. To impart an element of certainty despite several differences in informal
behaviors patterns and other related changes in an organization.

3. To develop among the employees a spirit of tolerance and a desire to make

4. To create an atmosphere of respect for the human personality and human
5. To increase the working efficiency and moral of the employees so
that their productivity is stepped up the cost of production
6. Procedure for taking Disciplimary Action
The authorities authorized to inflict the various punishments & the
appellate authorities shall be as follows:
Punishment Punishing Authority Appellate Authority
I&II warning notices Sectional head Departmental Departmental head
& Fines III warning head Departmental head divisi Divisional head Divis
(Final) Notice with- -onal head Managing Director -ional head managing
Holding of increment director.
Of increment redu
-ction to a lower gra
-de Any other higher

I. Disciplinary action for minor acts and


A workman may be fined in accordance with the provisions of

the payment of wages act, 1936 for any act or mission on his part.

. Disciplinary action for misconduct:

1. Without prejudice to the term misconduct the following acts or

omission or commissions shall constitute misconduct for purposes of these
standing orders.
a) Willful insubordination or disobedience, whether alone or in
combination with another or others, of any lawful and reasonable
order of a superior.
b) Striking work or inciting others to strike work in contravention of
the provisions of any law or rule having the force of law are
deliberate slowing down of work either single or in combination
with others.

c) Theft, fraud or dishonesty in connection with the company’s

business or property, or theft within the factory premises of
property ongoing to any employee.
d) Taking or giving bribe or any illegal gratification whatsoever.

e) Habitual absence without leave or absence without leave for

more than eight consecutive days.

f) Habitual late attendance or leaving of work before the proper

time without due permission.

g) Habitual breach of standing orders or any law applicable to the


h) Drunkenness, riotous or disorderly behavior during working

hours in the factory or any act subversive of discipline.

i) Habitual negligence or neglect of work

j) Willful disobedience of any order expressly given or any rule
expressly framed for the purpose of securing safety or willful
removal or disregard of, or interference with any safety guard or
other devices provided for securing safety.
k) Willful damage to or wastage of any property or asset of the
l) Willful failure or refusal to wear or use any uniform or
Equipment supplied by the company while at work.
m) Smoking inside the factory premises where it is prohibited.
n) Accepting service for monetary consideration in any other
establishment, factory or work shop or employment under any
person, in company’s service without the permission of the
o) Sleeping whilst on duty.
p) Distributing or exhibiting inside the factory premises handbills,
pamphlets or posters without the previous sanction of the
q) Attending or holding meetings within the factory without the
previous permission of the management.
r) Disclosing to any unauthorized person any confidential
information in regard to the working of or any process used in
the factory which comes into the possession of any employee
during the course of his work.

s) Unauthorized use of any property, machinery, tools, quarters or

land ongoing to the company.

t) Gambling within the factory premises.

U) Conviction in any court of law for any criminal offences
involving moral turpitude.
v) False statements made in his application for appointment or
suppressing facts about his previous service at the time of his
employment or false information in regard to any personal
particulars while in service.
w) Carrying dangerous weapons or attempting bodily injury or
intimidation to any employee of the company in the factory
x) Refusal to accept the charge sheet or a warning notice served by
the management.
y) Collection of any money while at work without the written
permission of the management.
z) Habitual litigation due to indebtedness, insolvency etc.,
An employee guilty of misconduct may be punished by:

1 Oral / written warning.

2 Withholding of increment or increments in the existing scale of pay
with or without cumulative effect.
3 Suspension without wages / salary for a period not exceeding 4 days at
Manufacturing Network
a time
4 Reduction to a lower grade or post orPanchkula
Ghaziabad (U.P) reduction to a lower stage in the
Bhart Nagar Post, Plot No. 405, Industrial Area,
Ghaziabad pay
existing – 201 scale.
010 Phase III, Panchkula – 134 113
Estd : 1974 Estd : 1985
5 Employees : 2631
Discharge or removal from service. Employees : 630

6 Dismissal from service without notice or payment in lieu of notice.

Kotdwara (Uttaranchal)
Balbhadrapur, Kotdwara-246 149
Taloja (Maharashtra) Dist. Pauri Garhwal
M.ID.C., Plot No. L-1 Estd : 1986
Industrial Area Employees : 658
Taloja- 410 208, Raigad Dist.
Estd : 1986
Employees : 513

Hyderabad (Andhra Pradesh)

Nacharam Industrial Estate,
Pune (Maharashtra) Hyderabad – 500 076
N.D.A Road, Pashan, Estd : 1986
Pune – 411 021 Employees : 406
Estd : 1979
Employees : 512
Machilipatnam (Andhra Pradesh)
Post Box No.26,Ravindranath
Tagore Road, Machilipatnam-
Estd :1983
Employees : 424

Bangalore (Karnataka)
Jalahalli Post, Chennai (Tamil Nadu)
Bangalore – 560 013 Post Box No. 981, Nandambakkam
Estd : 1954 Chennai – 600 089
Employees : 7211. Estd : 1985
Employees : 247
R.&D Divisions of BEL have been receiving number of national R&D
awards, A list showing the various R&D awards received by BEL since 1990
is as given below.

List of R & D Awards received by BEL since 1990

SI. BEL received the
Details of the Awards during the year
FICCI Award fro Research in Science & Technology 1990
(for the corporate initiative of R&D)
DSIR National R & D Award
2. (for successful commercialization of Public Funded R&D) 1990
(for D&E project handled at BEL-GAD)
DSIR National R&D Award
(for in house R&D efforts under Electronics & Electrical)
3. Industries Sector
(for D&E projects handed at BEL-Bngalore, Machilipatnam & Ghaziabad)

DSIR National R&D Award

4. (for in house R&D efforts under Electronics Industries Sector) 1995
(for D&E projects handled at BEL-Bangalore & Ghaziabad)

DSIR National R&D Award

5. (for in house R&D efforts under Electronics Industries Sector) 1998
(for D&E projects handled at BEL-Bangalore & Panchkula)
Defence Technology Absorption Award ‘98

6. (Sponsored by DRDO) 1999-2000

(for D&E projects handled at BEL-Hyderabad)
Award for Excellence in R&D for the year 1998

7. (Sponsored by Ministry of Information Technology, GoI) 2000-2001

(for BEL-Ghaziabad’s developments of various IFF Systems)
Award for Excellence in Professional Electronics for the
Year 1998
8. (Sponsored by Ministry of Information Technology, GoI) 2000-2001
(for BEL-KOT’s excellent performance in Production, R&D
& its commitment to Quality & Service)
Award for Contribution in areas of Defence R & D to
Col. (Retd.) H.S. Shankar, Director (R&D) for the
9. Year 2001-2002 2001-2002
(Sponsored by Society for Defence Technologists-SODET)

At present, there are three legislations dealing with grievances of
employees working in industries. The industrial employement (standing
orders) Act, 1946, requires that every establishment employing 100 or more
workers should frame standing orders. These should contain, among other
things,a provision for redressal of grievance of workers against un fair
treatment and wrongful exactions by the employer or his agents
At present, Indian industries are adopting either the Model Grievance
Procedure or procedures formulated by themselves with modifications in the
Model Grievance Procedure.
Now days in public sector organization most of the problems are
happening because of the large number of employees. The government to
provide employment for the people runs public sectors. Public sectors are
facing so many problems in grievance procedures and disciplinary
procedures. Public sectors are unable to put forward grievance procedures as
private sectors. Lacks of knowledge employees are not following the
management policies and procedures.
Bharat Electronics Limited as a public sector organization has a good
grievance procedure disciplinary procedure. Employees are very much
interested to follow the management policies and procedures. Management is
always available to the employees to clarify their problems in their work.
BEL follows the total quality approach. Its TQM is in production and also in
human resources. So there is a least chance to held grievances in
implementing the management policies.

BEL annual magazines

BEL Non-Executives working orders manual
BEL Executives CDA Rules manual
BEL HRM policies Manual
Personnel and Human Resource Management
by Subba Rao
Human Resource Management by L.M.Prasad