 Govindaraju NS General Manager- Human Resources Kern-Liebers (India) Pvt. Ltd, Antharasanahalli, Tumkur Indian economy went through very important changes in the last two decades which includes globalisation, liberalisation, free trade policy and the recent ones are demonetisation and Goods and Service Tax (GST). These developments have led to the inflow of foreign investment and ease of doing business in India. Start-ups are given much importance and encouraged. Many of the public undertakings have been disinvested. Moreover, important changes have been brought in the labour laws and some more on the way…
0 Comments
Govindaraju NS General Manager- Human Resources Kern-Liebers (India) Pvt. Ltd, Antharasanahalli, Tumkur Industrial Relations is a very important vertical in the Human Resource function. It comes with high-risk, challenges and is highly sensitive. Any wrong step or ineffective management can bring serious troubles for the organisation and for the people who depend on the industry. The company leadership has to be very careful and take considered steps and should deploy highly competent professionals who work towards achieving and maintaining better industrial relations.
 Govindaraju N.S. General Manager- Human Resources Kern-Liebers (India) Pvt. Ltd, Antharasanahalli, Tumkur President Greater Nelamangala Industries Association, Nelamangala A simple issue or a petty demand, which would have otherwise easily ignored or given up or agreed had led to the serious damage to the very existence of the industry. I can give many examples starting from a petty demand for a plastic cover to carry confectionery items sold at discounted prices in the company for the employees, which actually triggered high magnitude industrial unrest and eventually led the closure of industry which also left more than 500 families on the street.Take another example, we must have read this in the newspaper, a company decided to lockout because of 10 Paisa disagreement in the settlement (an example occurred about 20 years before) and left more than 1000 families on the street. What do we understand by this? The Union or the workers would have ignored simply or given up or the management would have agreed to consider it, as it was a petty matter. The more realistic approach would have avoided the industrial unrest and the company would have continued the existence. It is all about maturity of people. Had they thought a little and acted maturely, serious trouble would have been averted. Is there a solution or an approach to deal with such complexities?One can find answers to these in the maturity model or the Human Relations/Human Factor based approach. I have dealt the conventional approach and Human Relations approach in detail in this article. I have also dealt what actions and approach of an employer leads to building progressive unionism which benefits both employers and workers at large.
 K.VittalaRao. B.Sc. B.L. DSSA Management Consultant. Any Business segment is surrounded by plethora of Legislations – Company Law, Taxation, Duties, Employment & Separations, Social Security, and Environment and so on. Adherence to the Laws is the fundamental duty of any Business Corporate –being a Corporate Citizen asotherwise the existence itself would be at stake. Corporates, have evolved strategies towards accomplishments of BusinessExcellence, through their Vision, MissionStatements & Objectives . The vision or the mission speaks of the commitment of a Corporate towards being ethical; respect Law of the Land,
 ನಾಗರಾಜ ಡಿ ಬಿ ಮುಖ್ಯಸ್ಥರು - ಮಾನವ ಸಂಪನ್ಮೂಲ, ವೆಯರ್ ಮಿನರಲ್ಸ್ ಇಂಡಿಯಾ, ಬೆಂಗಳೂರು ಸಿಇಓ ಗೆ ಒಳ್ಳೆಯ ಹೆಚ್ಚಾರ್ ಬೇಕು
ಹೆಚ್ಚಾರ್ಗೆ ಒಳ್ಳೆಯ ಕ್ಯಾಂಡಿಡೇಟ್ ಬೇಕು ಕ್ಯಾಂಡಿಡೇಟ್ಗೆ ಒಳ್ಳೆಯ ಕಂಪೆನಿ ಬೇಕು ಕಂಪನಿಗೆ ಒಳ್ಳೆಯ ಬಿಸಿನೆಸ್ ಬೇಕು. ಹೆಚ್ಚಾರ್ನಿಂದ ಕಾಲ್ ಬಂತು ಕ್ಯಾಂಡಿಡೇಟ್ಗೆ ಖುಷಿ ಆಯಿತು ಸಿಇಓ ಗೆ ಕ್ಯಾಂಡಿಡೇಟ್ ಹಿಡಿಸಿದ ಕ್ಯಾಂಡಿಡೇಟ್ ಎಂಪ್ಲೊಯೀ ಆದ. ಸಿಇಓ ಗೆ ಪ್ರಾಜೆಕ್ಟ್ ಸಿಕ್ತು ಹೆಚ್ಚಾರ್ಗೆ ಇಂಸೆಂಟಿವ್ ಸಿಕ್ತು ಕ್ಯಾಂಡಿಡೇಟ್ಗೆ ಸ್ಯಾಲರಿ ಸಿಕ್ತು ಎಲ್ಲರಿಗೂ ಖುಷಿ ಆಯ್ತು. ಟಾರ್ಗೆಟ್ ಸೆಟ್ ಆಯಿತು ಇಂಸೆಂಟಿವ್ ಫಿಕ್ಸ್ ಆಯಿತು ಟ್ರೈನಿಂಗೂ ಕೊಟ್ಟಾಯ್ತು ಕೆಲವು ತಿಂಗಳು ಕಳೆಯಿತು. ಮತ್ತೆ ಅಪ್ಪ್ರೈಸಲ್ ಬಂತು ಕ್ಯಾಂಡಿಡೇಟ್ಗೆ ಪ್ರಮೋಷನ್ ಆಸೆ ಬಂತು ಸಿಇಓ ಹೇಳಿದರು, ಬಿಸಿನೆಸ್ ಡಲ್ಲು (ಡಲ್) ಅದ್ರಿಂದ ಇನ್ಕ್ರಿಮೆಂಟ್ ನಿಲ್ಲು(ನಿಲ್). ಎಂಪ್ಲೊಯಿಗೆ ನಿರಾಶೆ ಆಯ್ತು ಹೆಚ್ಚಾರ್ಗೆ ಬೇಜಾರಾಯ್ತು ಎಂಪ್ಲೊಯೀ ಮತ್ತೆ ಕ್ಯಾಂಡಿಡೇಟ್ ಆದ ಹೆಚ್ಚ್ಚಾರ್ ಮತ್ತೆ ಟೆಲಿ ಕಾಲರ್ ಆದ. ಸಿಇಓ ಗೆ ಹೇಳೋಕಾಗಲ್ಲ ಎಂಪ್ಲೊಯಿಗೆ ತಾಳ್ಮೆ ಇಲ್ಲ ನಮ್ಮ ಕಷ್ಟ ಕೇಳೋರಿಲ್ಲ. ಲಿಂಕ್ಡ್ ಇನ್ ನಲ್ಲಿ ಕಂಡ ಹಿಂದಿ ಕವನದ ಪ್ರೇರಣೆ. ರಚಿಸಿದವರು ನಾಗರಾಜ ಡಿ ಬಿ ಮುಖ್ಯಸ್ಥರು - ಮಾನವ ಸಂಪನ್ಮೂಲ, ವೆಯರ್ ಮಿನರಲ್ಸ್ ಇಂಡಿಯಾ, ಬೆಂಗಳೂರು |
Categories
All
Archives
December 2022
30,000 HR PROFESSIONALS ARE CONNECTED THROUGH OUR NIRATHANKA HR GROUPS.
YOU CAN ALSO JOIN AND PARTICIPATE IN OUR GROUP DISCUSSIONS. |
RSS Feed