As Human Resource professionals the task is the right judgment on the people and social issues balanced with business imperatives and having the courage and tact to influence the Union, Business Heads and Workforce. Read More..
Labour Management relationship in India is moving towards matured stage. Now Labour/Union is considered as important stakeholder and partner in the development of business. These days unions are ready to provide the productivity in turn they demand share in profits. Read More..
Besides this enhanced level of understanding on part of workers, the unions take assistance of qualified CAS and industrial engineers and challenge managements submissions in matters of challenges to business, compulsions of competition etc. Read More..
One of the qualities in our HR/ER managers should be to aim at maintaining a competitive edge in the market through better management of employee relations. Apart from established functions, HR managers have to develop EQ, spiritual and moral quotient to turn out more seasoned ER managers. Read More..
To stay relevant, Unions should remain helpful to the industry. Instead of causing sabotage/threatening, they should innovate decent ways of protest and comprehend the fact that their survival is possible only when industry survives and grow. Read More..
There are few Does & Do nots which are tested by time and can continue to help in running the business peacefully and maintain better industrial relations. They may need a little fine tuning and fresh look depending on the circumstances in which you are. Read More..
Unions have to dash for the untouched themes, which are present in the system but cannot be seen or heard and have to work hand in hand with organizations for betterment of workmen by adopting policies identical to labour policies adhered globally. Read More..
In a nutshell, leaders now should not only understand importance of the work done by their employees but also look at engaging and recognizing their work. This will help organisations to take major initiatives that will help to achieve the organisations business objectives. Read More..
The Modern HR Manager should be fully equipped with Legislation and framework, different case studies, events its resolutions, overall industry scenario in and around and in the country, current economic and social structures. Read More..
Younger employees want respect, career path and involvement in decisions making process. Organisations cannot have harmonious employee relations with yesteryear methods and approach. Time is of having more reciprocal and sensitive to their genuine needs and more knowledgeable. Read More..
The author in this study makes a case for consideration that when the internal discipline management framework is losing its relevance, it is perhaps time to give a re-thought on entire HR framework of discipline and grievance management. Read More..
No back-wages to be granted when workman was found involved in murder and also punished by the court. P. Karupaiah vs. G.M. Thruuvalluvar Transport Corporation Ltd. 2018 LLR 387 (S.C.) Read More..
J&K High Court has declared the practice of keeping workmen on temporary or contractual for years together in spite of having vacant posts as unfair practice and ordered the regularisation of such workmen. Read More..
With Alok Industries heading into likely liquidation, about 12,000 permanent employees of the company are set to lose jobs in what could be the biggest labour casualty since the implementation of the bankruptcy code according to a report published in... Read More..
