INTRODUCTION:

The university is to play a decisive role in socio-economic transformation of the country. The Non-teaching staff helps to conceive the kind of service, the institution can render to develop and implement plan need to achieve the goals and make adjustments between plans and reality. The union of employees is containing organisation of their establishment for the protection and improvement of economic and social states of its members through collective action. In university employees union plays most vital and effective role of achieve better wages, fringe benefits, and redressing the grievances. In the present study analyse the employee’s relations of A.P.S. University Rewa Madhya Pradesh.

Survey of literature indicate that some study on human resource development of the university was done by Tripathi (1992), Singh (1986), Shukla (1997), Tiwari& Tiwari (2012), Tiwari(2013,2014).

OBJECTIVES:

1. To study the overall employees relations among non- teaching staff of the university.

2. To analyse the factor wise employees relations in the university.

3. To assess the variations of employees relations in different group of employees in the university.

METHODOLOGY:

This study is confined only to non-teaching staff of APS university Rewa (M.P.) The study is based on primary data . The source of primary data is the responses of the employees obtained through questionnaire. The technique of interview and discussion has also been used as one of the diagnostic tool. To analysed the employee relations in A.P.S. University Rewa 12 item questionnaires distributed among the various of group A, B and C employees that is administration, supervisor and Assistant cadres. The scoring has been obtained on a five point scale. In order to make the interpretation easier the mean score were converted into percentage score using the formula of Rao (1991) i.e.

Percentage score = (Mean score-1)´ 25

The degree of dimension have been divided into very good, Good, Average, Poor, Extremely poor.

Analysis of Employee's Relations in A.P.S. University, Rewa (M.P.) India

Table 1 :- Average Mean Score and Percentage Score of items for Employee's Relations in Group A, B & C Respondents in A.P.S. University, Rewa (M.P.) India

Item No./ Groups	A			B			C			Overall
Item No./ Groups	MS	%	CAG	MS	%	CAG	MS	%	CAG	MS	%	CAG
1.	2.666	41.65	P	3.0	50	AV	2.166	29.15	EP	2.42	35.5	EP
2.	3.333	58.33	AV	4.166	79.15	VG	2.541	38.53	EP	3.02	50.5	AV
3.	2.666	41.65	P	3.75	68.75	G	2.583	39.58	EP	2.88	47.0	P
4.	3.0	50.0	AV	2.75	43.75	P	2.416	35.4	EP	2.56	39.0	EP
5.	3.166	54.15	AV	3.666	66.65	G	2.916	47.9	P	3.12	53.0	AV
6.	2.166	29.15	EP	1.5	12.5	EP	1.625	15.63	EP	1.66	16.5	EP
7.	3.333	58.33	AV	3.583	64.58	G	2.625	40.63	P	2.94	48.5	P
8.	3.0	50.0	AV	4.25	81.25	VG	3.5	62.5	G	3.62	65.5	G
9.	2.833	45.83	P	3.916	72.9	VG	2.791	44.78	P	3.06	51.5	AV
10.	3.666	66.65	G	3.75	68.75	G	3.0	50.0	AV	3.06	51.5	AV
11.	3.833	70.83	VG	2.166	29.15	EP	2.083	27.08	EP	2.44	36.0	EP
Average	3.06	51.5	AV	3.32	58	AV	2.57	39.25	EP	2.80	45.0	P

Categories- VG = Very Good, G = Good, AV = Average, P = Poor, EP = Extremely Poor

Analytical study on Employees Relations in University Organisation

Table -2 Item wise degree distributing of Employees Relations in APS University Rewa (M.P.)

S.N.	Category	Percentage	Item No.	Total
1.	Very good	70-100%	Nil	Nil
2.	Good	60-70%	8	01
3.	Average	50-60%	2,5,9,10	04
4.	Poor	40-50%	3,7	02
5.	Extremely poor	Less than40%	1,4,6,11	04
			Total	11

Work Analysis of Unions :

The average mean score and percentage score of 11 items have been calculated at 3.06 (51.5%) for Group A; 3.32 (58.0%) for Group B, and 2.57 (39.25%) for Group C. (Table 2. and Fig. 1 & 2). The average mean and percentage scores of the overall 11 items/factors have been computed at 2.80 (45.0%). Thus, the level of satisfaction in favour of unions in Groups A and B is average while it stands to be extremely poor in Group C, thereby making the overall university score as poor. When the three groups are compared with each other, it is seen that the score of Group B is the best amongst the three while that of the Group C, is the poorest.

The factor contributing good score is : employees support the unions (item-8). Other item which resulting average score are : authorities cooperate to the employee unions (item -2), union correlate the relationship with employees and authorities (item -5), employees unions is important part of the university (item- 9), employees trust with unions (item -10) .Factors which scored poor are : contributions of unions in the development of university (item - 3), attention of unions to employees problems (item- 7).

The item which scored extremely poor are : approach to work of unions (item- 1), leadership in union (item-4), unity in employees unions (items-6), and university tries to implement the suggestions related to employees welfare (item-11).

Table. 3 - Preference wise reasons for joining the Union-multiple response (item 12).

S.No.	Reason	Groups
S.No.	Reason	A	B	C
1.	More benefits	-	5	5
2.	Better working conditions	1	2	2
3.	Security during trouble	-	3	3
4.	Greater say to Administration	2	1	1
5.	Persuasion of employees	-	4	4

As is evident from the Table. 3 the employees of the Group A have preferred better working conditions over greater say to administration, while the revers is true with the employees of Groups B and C. The employees of Groups B and C have preferred security during trouble over the better benefits. Obviously the employees of Group A have overlooked all other reason.

CONCLUSION:

To sum up, it is evident that the overall score of different factors related to university employees union is poor showing dissatisfaction of employees with unions. The score of unity is the least (item 6) because of groupism and division amongst each other. The university administration tries to implement the suggestions related to employees welfare (item 11). The score of approach to work (item 1) and leadership in union (item 4) are also extremely poor showing that the university administration does not extend adequate cooperation to employees unions. The approach to work is unsatisfactory in unions which is indicative of absence of proper leadership. Likewise, the score in respect of contribution of unions in the development of university (item 3) and attention to employees problems (item 7) is also poor, indicating the negative approach of unions on these item. The researcher also noticed identically while interacting with the employees, and on personal observation which corroborates with inferences drawn.

SUGGESTIONS:

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

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

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

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

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

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

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

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

REFERENCES:

1. Rao T.V. (1991) Readings In Human Resource Development. Oxford and IBH Pub. New Delhi.

2. Shukla S.M. (1997): Sociological Study Of Employees Of University Organisation Of Madhya Pradesh. Ph.D. Thesis, A.P.S. University Rewa (M.P.)

3. Singh Lalita (1986): University Administration and its Behavioural Structure in Madhya Pradesh. Ph.D. Thesis A.P.S. University Rewa (M.P.)

4. Tiwari Usha (2013): A Study of Rewards and Recognition and its Impact on Employees Motivation and Job Satisfaction at UBI. H.R. Jour. Of Management Vol. 6(1) Pp. 105-112.

5. Tiwari Usha (2014): Employees Retention Strategies and its Impact on their Turn Over. Rvs Jour. Of Management Vol.6 (2) Pp.24-29.

6. Tiwari Usha And Sunil Tiwari (2012): Human Resource Development Climate In A Service Organisation. H.R. Jour. Of Management. Vol. 4(2) Pp.41-46.

7. Tripathi R.J. (1992): Economic Survey Of Employees Of University Organisation Of Madhya Pradesh. Ph.D Thesis A. P.S. University Rewa (M.P.).

Received on 11.09.2014 Modified on 18.09.2014

Int. J. Rev. & Res. Social Sci. 2(3): July- Sept. 2014; Page 173-176