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The biggest test comes, once every three years, when the agreement with workers' union needs to be renewed or fresh agreement is signed. When a charter is received, there will be tension all around and the anxiety will grip PM as to how to deal with this document. The demands relating to enhancing organisation's image like providing uniform, shoes and rain coats etc, will only help in building the organisation's social image.
The biggest test comes, once every three years, when the agreement with workers' union needs to be renewed or fresh agreement is signed. When a charter is received, there will be tension all around and the anxiety will grip PM as to how to deal with this document. The demands relating to enhancing organisation's image like providing uniform, shoes and rain coats etc, will only help in building the organisation's social image.
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The biggest test comes, once every three years, when the agreement with workers' union needs to be renewed or fresh agreement is signed. When a charter is received, there will be tension all around and the anxiety will grip PM as to how to deal with this document. The demands relating to enhancing organisation's image like providing uniform, shoes and rain coats etc, will only help in building the organisation's social image.
Droits d'auteur :
Attribution Non-Commercial (BY-NC)
Formats disponibles
Téléchargez comme DOC, PDF, TXT ou lisez en ligne sur Scribd
Faculty Director- FAPCCI Hyd One of the important functions of personnel manager is to deal with demands of the work force and to ensure smooth and efficient functioning of the work place. This is said very easily. In day to day operations, many problems will crop up on shop floor which needs his attention. Starting with ensuring timely attendance to Disciplinary issues, there will be many testing times. However the biggest test comes, once every three years, when the agreement with workers’ union needs to be renewed or fresh agreement is to be negotiated and signed.
This activity starts with receiving the ‘Charter of Demands’.
The Charter of demands may consist of list of demands raised by the workers which need to be looked into. In fact , the personnel dept and finance may start working even before receiving the charter, by preparing graphic details of existing wage structure in the organisation and also prepare the similar details of organisation’s in the neighborhood or similar or competitor industries. It is also necessary to prepare trends in organisation’s revenue trends over past few years and extrapolate the same for the same agreement period. This will enable us to know, to what extent the demands can be accepted to ensure that the labour cost can be contained at the same % to revenue as existing presently.
When a Charter is received, there will be tension all around
and the anxiety will grip PM as to how to deal with this document.
The Steps in dealing with Charter of demands are as given
below:
1. The very first thing to be done is to prepare a list of
demands. Write them down numbering the demands and indicating the present situation and the demand. 2 .Before going into details of demands, it is necessary to check, whether all statutory measures on Health,, safety, welfare` as applicable to the organisation are already complied with.
If any statutory provisions are lacking, and same is included
in the charter of demands, treat that as blessing in disguise. Make a note of such demands, because, in any case we have to provide these facilities even when not asked by workers. We now use this opportunity and agree to such demands, as this will only ensure compliance with requirements. 3. The demands relating to enhancing organisation’s image like providing uniform, shoes and rain coats etc, will only help in building the social image of the organisation. If the Financial position of the organisation permits such demands can be accepted. Other wise also we can start accepting a part of the demand in the current agreement, by postponing other such demands to a future date depending upon the future working results of the organisation.
4. Demands for regularization of regularizing the services of
Casual and temporary workmen have to be studied carefully, before reaching a conclusion. Unless there is an increase in the business on a permanent basis, the addition of regular jobs has its own problems. In fact many times employers do away with this problem by using services of Labour Contractors. But, only unskilled jobs can be dealt that way. We need to have regular employees for critical jobs and skilled jobs. Out sourcing opportunities also may be explored as an alternative.
4. Demands relating to Remuneration like revision of wages
scales, DA, and introduction of new allowances or enhancing the amount of Existing allowance, have to be added together, and the impact of such demands on the profitability has to be studied. Normally such demands, along with demand for regularizing the services of Casual and temporary workmen have to be studied carefully, before reaching a conclusion. One way of handling such demands is to insist on improvement of productivity, which can reduce the cost of production, there by making room for accommodation of extra cost to be incurred, if such requests are agreed.
In fact many organisations bring in the Incentive schemes to
benefit organisation and the workmen, where workers can earn more with increased production and management will have the benefit of extra contribution from such production.
5. After the study is complete, we have to start the
negotiation with representative of workmen. There should be focused meetings and it is better to limit the number of participants, from both side-workmen and management. Management side, should consist of ideally, four members which should include the Personnel, finance and manufacturing.