In spite of the fact that historically employer and labour have been adversaries, the need of sincere efforts by managements and unions to transform themselves from archaic mind set to progressive have always been asserted by all .Much and repeatedly has been said that every one should play by the rule of the game to keep industrial relations healthy and smooth.
This is the relationship which can never be taken for granted in the industry. What impacts morale of employees, which approach counters each other, what makes workers to die for organization and what makes them to take life of some one , is difficult to predict. Neither this relationship is a science nor an art but something beyond that where both have to check, repair and nurture the relationship with honesty.
It is good to know that after spate of clashes in industry throughout country in past, between managements and unions, signs of transformation are visible though not so strongly as required. A gradual increase in the dedicated efforts on the part of organizations has been noticed in this direction but much is required to be done with speed.
Managements have been advocating for reforms in employment regulations compatible to changing business environment since long but Govt. did not demonstrate enough courage and commitment to act upon in spite of agreeing in principle. The question comes; should industries keep waiting for such reforms and allow deteriorating IR? Organizations have to evolve their own strategies to foster strong relationship to avoid disputes and tension without banking much upon regulatory reforms.
One of such strategies could be to effectively train shop floor managers in people management skills and make them sensitized towards employees’ issues, developing empathy and not translating every initiative from economic angle. Second could be to create and maintain balance between flexibility and cost effectiveness in respect of hiring contractual/ temporary workforce. Organizations in changing business equations can’t afford to ignore this class of workforce which has attained a large space as high as 70 % in many industries which is capable of turning the tide in any direction. When it is clear that this “permanent temporary” category of workmen is going to stay for ever, addressing their compensation and social security issues and managing their aspirations have to be on top HR agenda. Third one could be making sincere efforts towards educating workers for understanding work culture and their obligations towards the organization.
Unions also have to introspect whether they are hurting the interests of workers by pushing them on the way to confront management on every issue that can be sorted out by understanding each other’s limitations?
BM’s Nov. 2013 issue is an initiative to find out whether Organizations are transforming themselves on the front of Industrial relations? Industry experts who have handled the toughest storms of IR in their career have much to offer to readers to understand the tricks and basics to sail the ship in troubled waters.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
Business Manager :: HR Magazine
From India, Delhi
181This is the relationship which can never be taken for granted in the industry. What impacts morale of employees, which approach counters each other, what makes workers to die for organization and what makes them to take life of some one , is difficult to predict. Neither this relationship is a science nor an art but something beyond that where both have to check, repair and nurture the relationship with honesty.
It is good to know that after spate of clashes in industry throughout country in past, between managements and unions, signs of transformation are visible though not so strongly as required. A gradual increase in the dedicated efforts on the part of organizations has been noticed in this direction but much is required to be done with speed.
Managements have been advocating for reforms in employment regulations compatible to changing business environment since long but Govt. did not demonstrate enough courage and commitment to act upon in spite of agreeing in principle. The question comes; should industries keep waiting for such reforms and allow deteriorating IR? Organizations have to evolve their own strategies to foster strong relationship to avoid disputes and tension without banking much upon regulatory reforms.
One of such strategies could be to effectively train shop floor managers in people management skills and make them sensitized towards employees’ issues, developing empathy and not translating every initiative from economic angle. Second could be to create and maintain balance between flexibility and cost effectiveness in respect of hiring contractual/ temporary workforce. Organizations in changing business equations can’t afford to ignore this class of workforce which has attained a large space as high as 70 % in many industries which is capable of turning the tide in any direction. When it is clear that this “permanent temporary” category of workmen is going to stay for ever, addressing their compensation and social security issues and managing their aspirations have to be on top HR agenda. Third one could be making sincere efforts towards educating workers for understanding work culture and their obligations towards the organization.
Unions also have to introspect whether they are hurting the interests of workers by pushing them on the way to confront management on every issue that can be sorted out by understanding each other’s limitations?
BM’s Nov. 2013 issue is an initiative to find out whether Organizations are transforming themselves on the front of Industrial relations? Industry experts who have handled the toughest storms of IR in their career have much to offer to readers to understand the tricks and basics to sail the ship in troubled waters.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
Business Manager :: HR Magazine
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Industrial Relations.ppt
Industrial Relations (TN) rules 2022.pdf