Dear Swastik,
Agree with your views..as i mentioned earlier that these steps are to be taken in pro-active manner..and one must have the ability to handle the key people to ensure 'buy ins'..n subtle threats do work depending how you spell it out and manage their expectations..
Let's face it..today's IR scenario is much watered down version of yesterday's IR of 1980-90's..therefore they have also realised that their bargaining power is on the wane and are more interested in politics rather on welfare of the workers.
Recently i attended the meet of the local Management where i met the leader of the Union..a big shot who recently joined/aligned with a political party when denied a ticket..(sorry wouldn;t be appropriate to take names)..he spoke about his recent visits to US, SA, Sweden etc about the trends on Union..much indifferent to the ground realities in India..
My point is that we as IR professionals are in a better position to handle the situations and our test of professionalism comes to fore when we are effective & able to manage the dynamics..
Hi Srinaren,
After posting my thoughts..took a break for an hour n when i returned to the forum..like you I am delighted to note the overwhelming responses & ideas..
Regards,
Rajat
From India, Pune
101Agree with your views..as i mentioned earlier that these steps are to be taken in pro-active manner..and one must have the ability to handle the key people to ensure 'buy ins'..n subtle threats do work depending how you spell it out and manage their expectations..
Let's face it..today's IR scenario is much watered down version of yesterday's IR of 1980-90's..therefore they have also realised that their bargaining power is on the wane and are more interested in politics rather on welfare of the workers.
Recently i attended the meet of the local Management where i met the leader of the Union..a big shot who recently joined/aligned with a political party when denied a ticket..(sorry wouldn;t be appropriate to take names)..he spoke about his recent visits to US, SA, Sweden etc about the trends on Union..much indifferent to the ground realities in India..
My point is that we as IR professionals are in a better position to handle the situations and our test of professionalism comes to fore when we are effective & able to manage the dynamics..
Hi Srinaren,
After posting my thoughts..took a break for an hour n when i returned to the forum..like you I am delighted to note the overwhelming responses & ideas..
Regards,
Rajat
From India, Pune
Hi Srinaren,
I appreciate your concern regarding union formation.
As a HR some of the basic requirements are:
Any concerns of employees to be considered as important.
Need to attend production meeting and get information about the issues faced by supervisors and employees.
Have a monthly meeting with the employees as part of communication strategy which will talk about production, sales and any issues. This needs to be addressed by CEO
Last but not the least is " Walk the Talk"
Regards
Raghu
From India, Madras
I appreciate your concern regarding union formation.
As a HR some of the basic requirements are:
Any concerns of employees to be considered as important.
Need to attend production meeting and get information about the issues faced by supervisors and employees.
Have a monthly meeting with the employees as part of communication strategy which will talk about production, sales and any issues. This needs to be addressed by CEO
Last but not the least is " Walk the Talk"
Regards
Raghu
From India, Madras
Hi Everybody,
As promised I am back to discuss the above subject. I am very glad to have so many of you participated in the discussion of this topic. Whether you like it or not, if the Union is formed in an Organisation, everybody will be on tenterhooks! I would first like to refresh what our friends has told during this discussion.
Mr. Samvedan saidIdentify the key decision makers/influencers among the workers...manage them well... If there is a hint of union of being formed...involve the key people ...telll them the management would withdraw all the existing benefits...and re-negotiate the revised & lower terms with the union if they are compelled... What the company ought to do to complel them to form a union...this would give some ideas.[quote]
Well Mr. Rajat, I will not agree with you as for as your statement...If there is a hint of union of being formed...involve the key people...tell them the Management would withdraw all the existing benefits...and re-negotiate the revised and lower terms with the union if they are compelled". As Sc has said it is not advisable to take the above approach, because if any conflict or negative results take place out of this, the Company will be stripped and lashed in the court.
As Rajat puts it, Mr. Rajat, I totally agree with your above point. Also what you are said..."My point is that we as IR professionals are in a better position to handle the situations and our test of professionalism comes to fore when we are effective & able to manage the dynamics"...I fully endorse your view point!
As Shyamali puts it...Yes, Shyamali, What all you have said is right. Did the management leave you as the HR/IR head, to be honest in your dealings??? I doubt!
As Mr.Sc puts it, You are right Mr.Sc, but when the union is formed and if you want to keep problems as individual problems and not group problems, I feel is difficult though not impossible because in the group they feel stronger and "Ghar ka Kuththa"!
As per Mr. Anand's experience- Thanks Mr. Anand for your outspoken words.
As per Mr. hrg-rajaram, Mr. Anand...you are very practical! Thanks, these things are practiced by me also on a previous occasion.
Before proceeding I would like to thanks all of you above friends for your wonderful ideas, views, solutions. I am happy that this subject, very relevent in these days, has evoked so much of worthwhile response from my professional friends.
Now, I would like to put across you all about the scenario in Readymade garment industry which is the second highest foreign exchange earner after IT.
Now, it is the time for the readymade garments factories boom! Indians, NRI's , Foreign investors, everybody is coming to India to set up factories. They are coming to India because the labour is cheap, very adorning and talented people, encouragement from the Government etc., At this juncture, i.e., after the quota is abolished in 2005 January, the number of big organisations are coming up with huge capacities. Though the Garment industry has undergone a very high technology change in terms of automats, workstations, etc., still it is labour oriented. Except in the Northern India, the workforce is maily female. These workers come from very poor families , trying to meet the two ends. You will find the whole family working in garment factories. That means, of late, there is a big gap in the demand and supply of workers.
Suppose I am working in a garment factory and in the neighbourhood, another factory is opened and they are offering 100-300 rupees more pre month, I don't mind changing my job, least bothering about the benefits of PF etc., I need the money for the day...that's all. Or in another case, if I am not happy working in a particular organisation, I don't want to fight for it, I will just leave that organisation and join another company.
This being the case, after the quota is abolished, the foreign buyers to have hold on the manufacturers, have strictly enforced Social Compliance of code of conduct in garment factories. They strictly instruct the managments that they will do business with organisations who honour the rules and factories act of the Land, pay minimum wages, non-employment of child labour, non-complulsory Overtimes, compulsary holiday every six days of working, hyginic work area with potable water, comfortable seating arrangements etc., All statutory things like PF, health insurance , gratuity etc., has to be given. The buyers during their audits, can select anybody they wish and confidentially interview the worker on any thing they like. Any mis-quote by the worker results in disqualifying the organisation for the manufacture and supply of their goods. Because of all these, the Managements have appointed professionals, in labour welfare, doctors, nurses, provide minimum wages, hygenic working conditions, leave benefits, health insurance etc., that means, there is no way a worker is dis-satisfied as all legally to be given things are given.
Apart from this, the buyers wants to give the workers the freedom of association, form workers committees like Grievence committee, Canteen committe, Sexual harrasment committe, etc, and they will go through the recordings of the meetings in detail and the visual recordings like photos etc.,
Such being the scenario, no management dares to go against the rules and provides all the facilities which legally has to be provided to the workers. That means, there will not be any grouse among the workers. No doubt, there may be some minor issues which require tactful and proactive handling is required but by and large everythings else is covered. This being the case, now the Unions affliated to major political parties wants to make a dent in to this sector as the workforce is huge! So, they are planning to enter the garment industry by planting their own people, instigating the workers inside and form the union for their political advantage. DO YOU WANT OUR INNOCENT POOR GIRLS/WORKERS, WHOSE EARNINGS ONLY IS THE SUPPORT FOR THEIR FAMILIES GET RUINED BY THE ULTERIOR MOVES OF SOME TRADE UNIONS??
I thank all learned friends in this forum for their invaluable advise, views, practical tips on the subject, but the above question still haunts me!
-Srinaren
From India, Bangalore
As promised I am back to discuss the above subject. I am very glad to have so many of you participated in the discussion of this topic. Whether you like it or not, if the Union is formed in an Organisation, everybody will be on tenterhooks! I would first like to refresh what our friends has told during this discussion.
Mr. Samvedan saidIdentify the key decision makers/influencers among the workers...manage them well... If there is a hint of union of being formed...involve the key people ...telll them the management would withdraw all the existing benefits...and re-negotiate the revised & lower terms with the union if they are compelled... What the company ought to do to complel them to form a union...this would give some ideas.[quote]
Well Mr. Rajat, I will not agree with you as for as your statement...If there is a hint of union of being formed...involve the key people...tell them the Management would withdraw all the existing benefits...and re-negotiate the revised and lower terms with the union if they are compelled". As Sc has said it is not advisable to take the above approach, because if any conflict or negative results take place out of this, the Company will be stripped and lashed in the court.
As Rajat puts it, Mr. Rajat, I totally agree with your above point. Also what you are said..."My point is that we as IR professionals are in a better position to handle the situations and our test of professionalism comes to fore when we are effective & able to manage the dynamics"...I fully endorse your view point!
As Shyamali puts it...Yes, Shyamali, What all you have said is right. Did the management leave you as the HR/IR head, to be honest in your dealings??? I doubt!
As Mr.Sc puts it, You are right Mr.Sc, but when the union is formed and if you want to keep problems as individual problems and not group problems, I feel is difficult though not impossible because in the group they feel stronger and "Ghar ka Kuththa"!
As per Mr. Anand's experience- Thanks Mr. Anand for your outspoken words.
As per Mr. hrg-rajaram, Mr. Anand...you are very practical! Thanks, these things are practiced by me also on a previous occasion.
Before proceeding I would like to thanks all of you above friends for your wonderful ideas, views, solutions. I am happy that this subject, very relevent in these days, has evoked so much of worthwhile response from my professional friends.
Now, I would like to put across you all about the scenario in Readymade garment industry which is the second highest foreign exchange earner after IT.
Now, it is the time for the readymade garments factories boom! Indians, NRI's , Foreign investors, everybody is coming to India to set up factories. They are coming to India because the labour is cheap, very adorning and talented people, encouragement from the Government etc., At this juncture, i.e., after the quota is abolished in 2005 January, the number of big organisations are coming up with huge capacities. Though the Garment industry has undergone a very high technology change in terms of automats, workstations, etc., still it is labour oriented. Except in the Northern India, the workforce is maily female. These workers come from very poor families , trying to meet the two ends. You will find the whole family working in garment factories. That means, of late, there is a big gap in the demand and supply of workers.
Suppose I am working in a garment factory and in the neighbourhood, another factory is opened and they are offering 100-300 rupees more pre month, I don't mind changing my job, least bothering about the benefits of PF etc., I need the money for the day...that's all. Or in another case, if I am not happy working in a particular organisation, I don't want to fight for it, I will just leave that organisation and join another company.
This being the case, after the quota is abolished, the foreign buyers to have hold on the manufacturers, have strictly enforced Social Compliance of code of conduct in garment factories. They strictly instruct the managments that they will do business with organisations who honour the rules and factories act of the Land, pay minimum wages, non-employment of child labour, non-complulsory Overtimes, compulsary holiday every six days of working, hyginic work area with potable water, comfortable seating arrangements etc., All statutory things like PF, health insurance , gratuity etc., has to be given. The buyers during their audits, can select anybody they wish and confidentially interview the worker on any thing they like. Any mis-quote by the worker results in disqualifying the organisation for the manufacture and supply of their goods. Because of all these, the Managements have appointed professionals, in labour welfare, doctors, nurses, provide minimum wages, hygenic working conditions, leave benefits, health insurance etc., that means, there is no way a worker is dis-satisfied as all legally to be given things are given.
Apart from this, the buyers wants to give the workers the freedom of association, form workers committees like Grievence committee, Canteen committe, Sexual harrasment committe, etc, and they will go through the recordings of the meetings in detail and the visual recordings like photos etc.,
Such being the scenario, no management dares to go against the rules and provides all the facilities which legally has to be provided to the workers. That means, there will not be any grouse among the workers. No doubt, there may be some minor issues which require tactful and proactive handling is required but by and large everythings else is covered. This being the case, now the Unions affliated to major political parties wants to make a dent in to this sector as the workforce is huge! So, they are planning to enter the garment industry by planting their own people, instigating the workers inside and form the union for their political advantage. DO YOU WANT OUR INNOCENT POOR GIRLS/WORKERS, WHOSE EARNINGS ONLY IS THE SUPPORT FOR THEIR FAMILIES GET RUINED BY THE ULTERIOR MOVES OF SOME TRADE UNIONS??
I thank all learned friends in this forum for their invaluable advise, views, practical tips on the subject, but the above question still haunts me!
-Srinaren
From India, Bangalore
Dear Srinaren,
Can u tell whether u r facing problem right now or your future
prediction?????
1) Current Situation: If u r facing problem right now. U go for application of "DIVIDE AND RULE" for time being.
2) Future Plan: If u hav doubt that farmation will take place in coming days, u adopt what u have suggested to all members.
Note: U should adopt "wait and watch" technique and accordingly act.
Regards
Sidheshwar
From India, Bangalore
Can u tell whether u r facing problem right now or your future
prediction?????
1) Current Situation: If u r facing problem right now. U go for application of "DIVIDE AND RULE" for time being.
2) Future Plan: If u hav doubt that farmation will take place in coming days, u adopt what u have suggested to all members.
Note: U should adopt "wait and watch" technique and accordingly act.
Regards
Sidheshwar
From India, Bangalore
Hi,
I have chosen the question from your post as a representative anguish that you share.
"DO YOU WANT OUR INNOCENT POOR GIRLS/WORKERS, WHOSE EARNINGS ONLY IS THE SUPPORT FOR THEIR FAMILIES GET RUINED BY THE ULTERIOR MOVES OF SOME TRADE UNIONS??"
See, the the Labour Movement has made a significant contribution to Freedom Movement of our country through the political movement. Upon achieving independence each political party realized the potential strength of the organized labour and therefore established a "labour wing" of the party. So far, so good. But the party in power was always partial to its labour wing. Those parties not in power exploited own laboue wing to gather power (nuisance?), popularity, funds and dimiolar such advantages. These strategems have worked excellently in Indian scenario and no political party has the guts or the ability to give its interests in labour. The fusion between a political party and its labour wing is so complete and permanent that it is well neigh impossible to break. We have to live with this reality and devise intelligent way of overcoming/neutralizing their nuisance value.
I repeat, you can neither wish Unions away nor can you insulate yourself permanently against them.
I am yet with your sentiments expressed in the quoted question that I borrowed from your post.
My answer remains same! Industry must do what it has to, within norms of ethics and law, to overcome obstacles. Eliminate the EVIL and PROTECT the GOOD. There is no escape from this!
Lastly, in the industrial system like in politics and social matters, only the weak and the meek continue to suffer and no one has a license to expect others to protect itself. If you will partake the fruits of a belligerant Union strategy (willingly or by default), then you must also be prepared to suffer the consequences. You can't eat the cake and have it too!
Get it?
Regards
samvedan
August 11, 2006
From India, Pune
I have chosen the question from your post as a representative anguish that you share.
"DO YOU WANT OUR INNOCENT POOR GIRLS/WORKERS, WHOSE EARNINGS ONLY IS THE SUPPORT FOR THEIR FAMILIES GET RUINED BY THE ULTERIOR MOVES OF SOME TRADE UNIONS??"
See, the the Labour Movement has made a significant contribution to Freedom Movement of our country through the political movement. Upon achieving independence each political party realized the potential strength of the organized labour and therefore established a "labour wing" of the party. So far, so good. But the party in power was always partial to its labour wing. Those parties not in power exploited own laboue wing to gather power (nuisance?), popularity, funds and dimiolar such advantages. These strategems have worked excellently in Indian scenario and no political party has the guts or the ability to give its interests in labour. The fusion between a political party and its labour wing is so complete and permanent that it is well neigh impossible to break. We have to live with this reality and devise intelligent way of overcoming/neutralizing their nuisance value.
I repeat, you can neither wish Unions away nor can you insulate yourself permanently against them.
I am yet with your sentiments expressed in the quoted question that I borrowed from your post.
My answer remains same! Industry must do what it has to, within norms of ethics and law, to overcome obstacles. Eliminate the EVIL and PROTECT the GOOD. There is no escape from this!
Lastly, in the industrial system like in politics and social matters, only the weak and the meek continue to suffer and no one has a license to expect others to protect itself. If you will partake the fruits of a belligerant Union strategy (willingly or by default), then you must also be prepared to suffer the consequences. You can't eat the cake and have it too!
Get it?
Regards
samvedan
August 11, 2006
From India, Pune
Hi Mr. Samvedan,
Thanks for your views. I fully endorse your views. You can do away with the Unions. If these unions do what they are supposed to do, then there will not be any issues. But unfortunately, these unions are there, who in the disguise of helping the worker community will do very little for their benefit and gets benefitted themselves by alighning themselves with a particular political party. It looks to me that by hook or crook, we have to trouble the managements! This is probably their motto!
I am not against forming unions. Being in HR and having responded to the the needs of the worker community all through my career by being their leader, guide, friend in need and a philosopher. But I have a living example in front of my eyes, how these innocent workers became the victims of the callous attitude of the Union! These workers who came to streets without any wages for months together. I have gone deep into their problems faced by the garment factory workers. Even being a General Manager, vice-president, I have gone to the workers house, sat in their houses, solved their personal problems and have eaten in their houses! To help these workers, I go to any extent. Many a times, I have been termed as Pro-worker. Having seen these workers so close, their wants closely, their sufferings closely, I personally feel these unions if leave them high and dry, they have no choice than committing suicide if they take their own decision to leave that factory and join some other factory, they can survive.
I only hope a day will come wherein the union will really feel and work for the workers benefit and not just for deriving political mileage!! I know that the Managements cannot fulfil all the statutory requirements for their own reasons, may be due to the lack of knowledge of the pros and cons, or over confidence or believing in their money power etc., But being HR & IR professionals we have greater responsibilities towards both Managements as well as workers. Probably after winning the confidence of the workers by proactive towards them, we may assist them in forming committes like grievence commintte, canteen committee, sexual harrasement committee etc., and give them a platform to express their views and after listening to them, act immediately to resolve their issues, keeping in mind the interests of the Managements.
I am ready to accept and adopt to this system of working. My suggestion to entire HR & IR community is that have a good listening ear. If you listen to the workers problems attentively, they feel that their 50% problem is solved though you have not done anything! Then you can solve their balance 50% problems by suggesting ways and means to overcome them by using your Wisdom, experience, humaniterian approach for which they will respect you and listen to you.
Anyway, I thank all the members of this forum, who have expressed their views, ideas etc., which are wonderful and useful to the whole HR & IR community.
Thanks
Srinaren
From India, Bangalore
Thanks for your views. I fully endorse your views. You can do away with the Unions. If these unions do what they are supposed to do, then there will not be any issues. But unfortunately, these unions are there, who in the disguise of helping the worker community will do very little for their benefit and gets benefitted themselves by alighning themselves with a particular political party. It looks to me that by hook or crook, we have to trouble the managements! This is probably their motto!
I am not against forming unions. Being in HR and having responded to the the needs of the worker community all through my career by being their leader, guide, friend in need and a philosopher. But I have a living example in front of my eyes, how these innocent workers became the victims of the callous attitude of the Union! These workers who came to streets without any wages for months together. I have gone deep into their problems faced by the garment factory workers. Even being a General Manager, vice-president, I have gone to the workers house, sat in their houses, solved their personal problems and have eaten in their houses! To help these workers, I go to any extent. Many a times, I have been termed as Pro-worker. Having seen these workers so close, their wants closely, their sufferings closely, I personally feel these unions if leave them high and dry, they have no choice than committing suicide if they take their own decision to leave that factory and join some other factory, they can survive.
I only hope a day will come wherein the union will really feel and work for the workers benefit and not just for deriving political mileage!! I know that the Managements cannot fulfil all the statutory requirements for their own reasons, may be due to the lack of knowledge of the pros and cons, or over confidence or believing in their money power etc., But being HR & IR professionals we have greater responsibilities towards both Managements as well as workers. Probably after winning the confidence of the workers by proactive towards them, we may assist them in forming committes like grievence commintte, canteen committee, sexual harrasement committee etc., and give them a platform to express their views and after listening to them, act immediately to resolve their issues, keeping in mind the interests of the Managements.
I am ready to accept and adopt to this system of working. My suggestion to entire HR & IR community is that have a good listening ear. If you listen to the workers problems attentively, they feel that their 50% problem is solved though you have not done anything! Then you can solve their balance 50% problems by suggesting ways and means to overcome them by using your Wisdom, experience, humaniterian approach for which they will respect you and listen to you.
Anyway, I thank all the members of this forum, who have expressed their views, ideas etc., which are wonderful and useful to the whole HR & IR community.
Thanks
Srinaren
From India, Bangalore
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