Bargavi,
Its realy gud to know about this case study. Its really shows one thing labour laws are always implies about labour wellfare and improve management productivity but here in MSL they implemented laws which is not providing wellfare of labour.
Dragedy is govt is not involved at any part..
From India, Chennai
18Its realy gud to know about this case study. Its really shows one thing labour laws are always implies about labour wellfare and improve management productivity but here in MSL they implemented laws which is not providing wellfare of labour.
Dragedy is govt is not involved at any part..
From India, Chennai
Dear Bhargavi,
Your efforts are appreciable. The incident in MSL was a real lesson for the HR fraternity that the HR should rise to the expectations and emotions of the lower strata of manpower and modify the age-old policies and practices to take them along for a better standard of living.
From India, Mumbai
Your efforts are appreciable. The incident in MSL was a real lesson for the HR fraternity that the HR should rise to the expectations and emotions of the lower strata of manpower and modify the age-old policies and practices to take them along for a better standard of living.
From India, Mumbai
Dear Friends,
I have gone through this Case study many times and tried not to comment on it but when ever I check Home it comes so I am just compelled to say few words.
1st the facts and figures mentioned are doubtful.
Secondly MSL is far better in all the spheres of Management then most of the Indian Companies.
3rdly the practice of Contract labor is an accepted fact in Indian Industries and unnecessary and illogical demands and labor unrest and biased labor Laws are responsible for this practice.
As a whole I feel the writer is biased against M S L and the Case Study is too one sided.
Thanks.
From India, Delhi
I have gone through this Case study many times and tried not to comment on it but when ever I check Home it comes so I am just compelled to say few words.
1st the facts and figures mentioned are doubtful.
Secondly MSL is far better in all the spheres of Management then most of the Indian Companies.
3rdly the practice of Contract labor is an accepted fact in Indian Industries and unnecessary and illogical demands and labor unrest and biased labor Laws are responsible for this practice.
As a whole I feel the writer is biased against M S L and the Case Study is too one sided.
Thanks.
From India, Delhi
Thanks Bhargavi This case study is most informative one. This is very useful for all HR guys.The Government initiate to take action againt for this issue. But Government officials are not taken any action to that organisation because the money will play.
From India, Chennai
From India, Chennai
Dear Bhargavi
I have gone through your article and my observations are as under.
1. It is the prerogative of the management to decide the ratio of permanent workers vs. contract workers. So long they are paying the minimum wages and the facilities required as per law there is nothing wrong. In fact this practice is followed by most of the Navaratna companies of Govt. of India. The difference of wages of the permanent workers and the contract workers is also there in these companies and it is substantial.
2. There was a dispute as cited in the article between the supervisor and the worker which is common in the Industries. The issue is whether the industrial unrest was because it was not handled properly or other reasons. It apparently appears that the cited dispute may not be the correct reason there may be other reasons also.
3. As an HR specialist one should not only present the case, but also identify the problem and suggest solutions considering the practice in various industries. The article is not exactly case study; it is report of the incident at MSL.
4. It is requested that you consider the existing industrial scenario and then present the article because there are some interesting comments which are as follows
a. Permanent workers’ productivity is not high as that of contract workers. Why it is so?
b. In the article itself it is mentioned that the reasons for escalation of conflict was due to low wages, poor working conditions and large number of contract workers. How do you justify these whether the wages were lower than the permanent workers or minimum wages. What way the working conditions were poor? In a shop floor permanent and contract workers both have to work then how the conditions differ when the shop floor is same. How large number of contract workers matter. Are you suggesting that all these workers should be made permanent? With this prescription the labor dispute may be solved for the time being but the company will be dead. If it is a viable solution then giant PSU don’t do this.
c. Can you cite in India a company where union activities have boosted up productivity or have improved the conditions of the workmen?
5. I think in our system there is no proper check and balance either for the workmen/ Union or the management. Both try to exploit when they get an opportunity. Sometimes we are only responsible for this type of situation some HR managers just to show the efficiency or the saving made by them towards the cost to company curtail the benefit management is willing to give to its employees.
From India, Vijayawada
I have gone through your article and my observations are as under.
1. It is the prerogative of the management to decide the ratio of permanent workers vs. contract workers. So long they are paying the minimum wages and the facilities required as per law there is nothing wrong. In fact this practice is followed by most of the Navaratna companies of Govt. of India. The difference of wages of the permanent workers and the contract workers is also there in these companies and it is substantial.
2. There was a dispute as cited in the article between the supervisor and the worker which is common in the Industries. The issue is whether the industrial unrest was because it was not handled properly or other reasons. It apparently appears that the cited dispute may not be the correct reason there may be other reasons also.
3. As an HR specialist one should not only present the case, but also identify the problem and suggest solutions considering the practice in various industries. The article is not exactly case study; it is report of the incident at MSL.
4. It is requested that you consider the existing industrial scenario and then present the article because there are some interesting comments which are as follows
a. Permanent workers’ productivity is not high as that of contract workers. Why it is so?
b. In the article itself it is mentioned that the reasons for escalation of conflict was due to low wages, poor working conditions and large number of contract workers. How do you justify these whether the wages were lower than the permanent workers or minimum wages. What way the working conditions were poor? In a shop floor permanent and contract workers both have to work then how the conditions differ when the shop floor is same. How large number of contract workers matter. Are you suggesting that all these workers should be made permanent? With this prescription the labor dispute may be solved for the time being but the company will be dead. If it is a viable solution then giant PSU don’t do this.
c. Can you cite in India a company where union activities have boosted up productivity or have improved the conditions of the workmen?
5. I think in our system there is no proper check and balance either for the workmen/ Union or the management. Both try to exploit when they get an opportunity. Sometimes we are only responsible for this type of situation some HR managers just to show the efficiency or the saving made by them towards the cost to company curtail the benefit management is willing to give to its employees.
From India, Vijayawada
Dear Bhargavi,
Thanks a lot for sharing MSIL inside information and really it is worth reading and it should not happend if it is real.
I have been in HR Profeesion more than 20 years and worked MNC companies, what I feel, any reputed or progressive companies never go against to the workers. They know the Human resources are very important for their sustenance and development.
In top companies, there are certain elements generally provoke and bring unrest to the workers for their personal vendetaa or political gain. I just want to give one instance happened during my career, one of female employee sexually harassed by her male collegue. The affected girl secretarly reported the matter to HRD. HRD called the man and given serious warning and also issued disciplinary notice. After 15 days, the same man spreaded false information about management & management functioning and collected a group of people and start threatening to HR department on some other issues and finally went for total strike. Later, it was very difficult task to bring it down to control. Similarly many instances are there. As such, we need to check with both side of argument and decide on any issue.
From India, Chennai
Thanks a lot for sharing MSIL inside information and really it is worth reading and it should not happend if it is real.
I have been in HR Profeesion more than 20 years and worked MNC companies, what I feel, any reputed or progressive companies never go against to the workers. They know the Human resources are very important for their sustenance and development.
In top companies, there are certain elements generally provoke and bring unrest to the workers for their personal vendetaa or political gain. I just want to give one instance happened during my career, one of female employee sexually harassed by her male collegue. The affected girl secretarly reported the matter to HRD. HRD called the man and given serious warning and also issued disciplinary notice. After 15 days, the same man spreaded false information about management & management functioning and collected a group of people and start threatening to HR department on some other issues and finally went for total strike. Later, it was very difficult task to bring it down to control. Similarly many instances are there. As such, we need to check with both side of argument and decide on any issue.
From India, Chennai
Dear Bhargavi,
I do agree with Mr. Anil Arora & Mr. Ravimurgan. As an outsiders, without knowing the fact, we can't comment or apply our notions about any such Organization, People or Practices. Though, we all have sympathy with whatever happened, we must refrain from doing so. Moreover, knowing & being well versed with IR Laws actually helps a lot in such situation, because Laws & Systems- if use correctly can do wonders & prevent such possible situations. Also, pls be careful to post such case study or your personal views on any bigger platform as not everyone likes such direct Conclusion. So, I must say that, pls put/ write your Purpose or Objective of this case study, Sources & references, etc... (as correctly suggested by Mr. Anil). Pls do some more home work on the same. Hope you will not take any suggestion by Cite members personally, as its our responsibility to guide/ advice & put our convictions across to help each other.
Regards
JYOTI
From Japan
I do agree with Mr. Anil Arora & Mr. Ravimurgan. As an outsiders, without knowing the fact, we can't comment or apply our notions about any such Organization, People or Practices. Though, we all have sympathy with whatever happened, we must refrain from doing so. Moreover, knowing & being well versed with IR Laws actually helps a lot in such situation, because Laws & Systems- if use correctly can do wonders & prevent such possible situations. Also, pls be careful to post such case study or your personal views on any bigger platform as not everyone likes such direct Conclusion. So, I must say that, pls put/ write your Purpose or Objective of this case study, Sources & references, etc... (as correctly suggested by Mr. Anil). Pls do some more home work on the same. Hope you will not take any suggestion by Cite members personally, as its our responsibility to guide/ advice & put our convictions across to help each other.
Regards
JYOTI
From Japan
Dear Bhargavi,
I would like to thank and appreciate all of your efforts for sharing the valuable information related to the labour dispute happened in MSL. I would also like to emphasize on the labour welfare part. We need to understand their need and act accordingly. Only thinking of win - win situation as far as negotiation is concerned may not help for a long and healthy industrial relation and peace. really very informative case study... Diptiranjan Das
From India, Keonjhar
I would like to thank and appreciate all of your efforts for sharing the valuable information related to the labour dispute happened in MSL. I would also like to emphasize on the labour welfare part. We need to understand their need and act accordingly. Only thinking of win - win situation as far as negotiation is concerned may not help for a long and healthy industrial relation and peace. really very informative case study... Diptiranjan Das
From India, Keonjhar
Dear All
Its totally shame to All HR Professionals that Many Popular organization are using contractual staff in HR Department after knowing very well that under CL (R&A) Act 1970 and rules 1971 organization can not engage on core activity. So i think all HR professionals is responsible for voilation of labour laws.
From India, Mumbai
Its totally shame to All HR Professionals that Many Popular organization are using contractual staff in HR Department after knowing very well that under CL (R&A) Act 1970 and rules 1971 organization can not engage on core activity. So i think all HR professionals is responsible for voilation of labour laws.
From India, Mumbai
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