The Information that you have given is very exhaustive, though I have been keeping track of all the printed material on Maruti Case but did not find many information that you have provided. I would request you to provide proper citation / references.
From India, New Delhi
1From India, New Delhi
Hi Every one,
Its a good initiation taken by Ms. Bhargavi, projecting the issue in shot and opened it for discussions. Since, perception and analysis of individuals differ, its the time to give the actual conclusion referring all the pros and corns, learn from the mistakes and try to suggest the better ways keeping this as a alarm for IR practices.
Hope, Seniors will definetly put their views in this sensitive issue.
From India, Bangalore
Its a good initiation taken by Ms. Bhargavi, projecting the issue in shot and opened it for discussions. Since, perception and analysis of individuals differ, its the time to give the actual conclusion referring all the pros and corns, learn from the mistakes and try to suggest the better ways keeping this as a alarm for IR practices.
Hope, Seniors will definetly put their views in this sensitive issue.
From India, Bangalore
Dear Dhara,
Your slides are good but need to know in depth and penetrate the problems stated. The ratio of permanent and Temp workforce is 30:70, they have narrowed the ratio recently but is it a solution of the problem? Are workers really compensated not fairly? Then Govt. should come forward with solution. But remuneration is not only reason, HR professional needs to penetrate deep into the real reason. I think cognitive approach in real work field will make a difference. Work Supervisor needs to make cohesive ambiance to work smoothly. Ultimately they are the one who are called personnel Manager first.
Regards,
Deepa Srivastava
9178570228
From India, Bhagalpur
Your slides are good but need to know in depth and penetrate the problems stated. The ratio of permanent and Temp workforce is 30:70, they have narrowed the ratio recently but is it a solution of the problem? Are workers really compensated not fairly? Then Govt. should come forward with solution. But remuneration is not only reason, HR professional needs to penetrate deep into the real reason. I think cognitive approach in real work field will make a difference. Work Supervisor needs to make cohesive ambiance to work smoothly. Ultimately they are the one who are called personnel Manager first.
Regards,
Deepa Srivastava
9178570228
From India, Bhagalpur
Thank U Bhargavi for your post.
I must say in India companies thinks dt they cn do all there work by giving bribe. we all should stand with this matter and try to implement frendly HR practices in our organisations atleast.
From India, Kolkata
I must say in India companies thinks dt they cn do all there work by giving bribe. we all should stand with this matter and try to implement frendly HR practices in our organisations atleast.
From India, Kolkata
Hi Friends,
Ours is a manufacturing concern and right now we are going through the same phase what had been with MSL. Cost management is one of the KRAs for HR Department and also you have to see the productivity of each employee and the effective utilization of available resources. Obviously as HR professional, you have to score on your KRAs. It is so observed, when a contract or causal employee is made regular employee his efficiency level proportionately goes down. Some of them become more indiscipline especially when they are unionized. Ultimately HR department has to spend more time in dealing frivolous issues than implementing some innovative and constructive HR practices. Practically it is very challenging. Union rep works with single motive of creating problems with the help of hand picked so called workers rep and getting favour from the management in disguise. Unionized workers are really very tough to handle with and finally workers and management both become victims in the hands of Union representatives.
Can any of you suggest, how to pre- empt MSL kind of situation ??
Ram Singh
9892270790
From India, Mumbai
Ours is a manufacturing concern and right now we are going through the same phase what had been with MSL. Cost management is one of the KRAs for HR Department and also you have to see the productivity of each employee and the effective utilization of available resources. Obviously as HR professional, you have to score on your KRAs. It is so observed, when a contract or causal employee is made regular employee his efficiency level proportionately goes down. Some of them become more indiscipline especially when they are unionized. Ultimately HR department has to spend more time in dealing frivolous issues than implementing some innovative and constructive HR practices. Practically it is very challenging. Union rep works with single motive of creating problems with the help of hand picked so called workers rep and getting favour from the management in disguise. Unionized workers are really very tough to handle with and finally workers and management both become victims in the hands of Union representatives.
Can any of you suggest, how to pre- empt MSL kind of situation ??
Ram Singh
9892270790
From India, Mumbai
Management
1.The supervisor had to be suspended and domestic inquiry has to be initiated against him also.
2.Management was need to be transparent,rational and must follow principle of equality.
Workers -
1.The worker was only suspended for domestic inquiry not dismissed.
2.Why they have not waited for domestic inquiry?
3.In domestic inquiry equal opportunity always given to refute the charges and given his evidence,to cross examine the witness of management.
4.Why the labor department was not approached by any of the senior union leaders if working conditions were harsh, wages were low and large number of contract labor was appointed ?
5.Why the workers who provoked and involved in the violence not advised other workers also not to take law into their hand?
Dear Bhargavi,
I completely disagree with the following points -
1.It is also important to be careful about the workers who have nothing to lose.
2.The workers are left with the only option of expressing anger at
From India, New Delhi
Dear Bhargavi
On reading your case study my reactions were the similar to that of Mr. Anil Kumar Arora. On the face of it, it seems one sided and biased - not an objective and balanced one. Its a well known fact that the workers at MSL are handsomely paid. I may be wrong but my feeling is - regular workers at any organization are a class apart from the contract workers and don't even mingle well - what to talk of empathizing with them!
Regards - rsdv
From India, Indore
On reading your case study my reactions were the similar to that of Mr. Anil Kumar Arora. On the face of it, it seems one sided and biased - not an objective and balanced one. Its a well known fact that the workers at MSL are handsomely paid. I may be wrong but my feeling is - regular workers at any organization are a class apart from the contract workers and don't even mingle well - what to talk of empathizing with them!
Regards - rsdv
From India, Indore
Hi Bhargavi
I appreciate the time and effort you took to make a deep research and prepare a report based on the study...But pls keep in mind, whenever you prepare report or do a case study ... you need to study both the parties in the case and prepare positives and negatives of both sides.This report actually shows the details only from one side of the case which are the workers of the company. It will be good if u can equally make a study from the company's side as well and then make a clear report based on the findings from both the parties.
Anyways good attempt.. all the best
From India, Kochi
I appreciate the time and effort you took to make a deep research and prepare a report based on the study...But pls keep in mind, whenever you prepare report or do a case study ... you need to study both the parties in the case and prepare positives and negatives of both sides.This report actually shows the details only from one side of the case which are the workers of the company. It will be good if u can equally make a study from the company's side as well and then make a clear report based on the findings from both the parties.
Anyways good attempt.. all the best
From India, Kochi
Dear Friends,
If You all want to understand the Maruti IR issues from professional and academic perspective in totality, you can go through this case study published in Sep.12 issue of Business manager magazine.
This case study from the magazine has also been taken up for MBA students by many institutes to learn the intricacies of Employees relations.
regds
anil kaushik
From India, Delhi
If You all want to understand the Maruti IR issues from professional and academic perspective in totality, you can go through this case study published in Sep.12 issue of Business manager magazine.
This case study from the magazine has also been taken up for MBA students by many institutes to learn the intricacies of Employees relations.
regds
anil kaushik
From India, Delhi
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Case Study, Transforming HR Through Technology.doc
Case study - HR and technology for better Employee relations.pdf