I am currently working in the Personnel Department of the Works Area of my PSU company. The Personnel department in my company has other sections looking over the Non-Works Area like Township, Hospital, Contract Cell, OD, Training etc. The entire production area issues is handled by my section. Besides the routine day to day activities involving IR, Grievance settlement (Pay related, Attendance etc), the section also deals with the HR Information system, Issues related to Disciplinary action, help in various issues related to PF, Gratuity, different forms like NOC for Passport etc. The principal activity of our section is maintaining a peaceful IR environment within the works area. However, things are different now and number of IR issues are very few. The number of other issues that my department handles too are now very few in number. So, the department executives have a lot of spare time which remain unutilized.
I would like help from the senior members of the forum to suggest possible other work to engage them (meaning my section) in something worthwhile for the company. I have already initiated a bimonthly newsletter. Kindly suggest me more activities that I could involve the executives in. Your help will be most appreciated.
Regards.
From India, Purulia
20I would like help from the senior members of the forum to suggest possible other work to engage them (meaning my section) in something worthwhile for the company. I have already initiated a bimonthly newsletter. Kindly suggest me more activities that I could involve the executives in. Your help will be most appreciated.
Regards.
From India, Purulia
Not sure how the title became "Engaging People - Disciplinary Action" since I had typed only "Engaging People". Admin kindly look into the issue please.
Any insight on the subject "How to Engage HR people" will be most helpful. Thanks & Regards
From India, Purulia
Any insight on the subject "How to Engage HR people" will be most helpful. Thanks & Regards
From India, Purulia
Hi
You are in an enviable position where the work load is less as there is no IR issues.
Many will be willing to swap places with you.
There are many things to do in your free schedule.
First check out all previous records for any activity that was dropped for want of time, or where justice was not done. Take up such activity.
Second, safety rules and procedure, specially in coloney, training of personnel both in the factory and the coloney in safety and safe practices, emergency response etc are generally ignored. In some cases, health and hygiene review gives scope for further work.
Third, if you have csr work budget, you can take up projects. Many of them suffer as there is no one to supervise the execution.
Fourth, take more active participation in safety committee, quality circles and various workman engagement forums to be aware of problems that may crop up. Regular floor visits should be made to have a feel of the pulse of the work force (if not already being done). Further, such regular floor visits should check safety violation and report the same to the safety officer for action.
Fifth, if you have spare time, start detailed and continuous scrutiny of contractor compliances. That is an area highly neglected by all.
Hope I have added some ideas. I am sure others on this forum will put in their thoughts.
From India, Mumbai
You are in an enviable position where the work load is less as there is no IR issues.
Many will be willing to swap places with you.
There are many things to do in your free schedule.
First check out all previous records for any activity that was dropped for want of time, or where justice was not done. Take up such activity.
Second, safety rules and procedure, specially in coloney, training of personnel both in the factory and the coloney in safety and safe practices, emergency response etc are generally ignored. In some cases, health and hygiene review gives scope for further work.
Third, if you have csr work budget, you can take up projects. Many of them suffer as there is no one to supervise the execution.
Fourth, take more active participation in safety committee, quality circles and various workman engagement forums to be aware of problems that may crop up. Regular floor visits should be made to have a feel of the pulse of the work force (if not already being done). Further, such regular floor visits should check safety violation and report the same to the safety officer for action.
Fifth, if you have spare time, start detailed and continuous scrutiny of contractor compliances. That is an area highly neglected by all.
Hope I have added some ideas. I am sure others on this forum will put in their thoughts.
From India, Mumbai
Thanks Sir for your suggestions. Really value them.
Well it isn't that there are no IR problems. Small issues keep cropping up now and then. And then a big issue once in a while.
We have a separate Safety dept so would like to shove my shoes in there through we do form a part of the Departmental Safety Meetings where we are just observers. Health & Hygiene are again part of Safety/Production Dept. Regular floor visits are an important part of the daily work schedule.
Same with CSR, a separate department.
Yes, Contract labour is a area where I too personally feel much more can be done. Again the CLC is a part of a different section of the Personnel department. But there are areas where a lot is wanting. Building up more and better Contract Labour base and getting them to register. Maybe some more activities to get them streamlined as part of alternate workforce. But the issue is that its a different section.
Could there be some soft jobs which could be done inhouse ?
From India, Purulia
Well it isn't that there are no IR problems. Small issues keep cropping up now and then. And then a big issue once in a while.
We have a separate Safety dept so would like to shove my shoes in there through we do form a part of the Departmental Safety Meetings where we are just observers. Health & Hygiene are again part of Safety/Production Dept. Regular floor visits are an important part of the daily work schedule.
Same with CSR, a separate department.
Yes, Contract labour is a area where I too personally feel much more can be done. Again the CLC is a part of a different section of the Personnel department. But there are areas where a lot is wanting. Building up more and better Contract Labour base and getting them to register. Maybe some more activities to get them streamlined as part of alternate workforce. But the issue is that its a different section.
Could there be some soft jobs which could be done inhouse ?
From India, Purulia
I share what I heard from an IR experts ages back.
"If you want to solve the IR issue , take care of their child's education. Subsidise upto two kids offering them assistance upto higher education."
Wonder how true does this hold in the present condition ?
Looking forward to hear from our experts.
From India, Mumbai
"If you want to solve the IR issue , take care of their child's education. Subsidise upto two kids offering them assistance upto higher education."
Wonder how true does this hold in the present condition ?
Looking forward to hear from our experts.
From India, Mumbai
Already Mr. Saswata Banerjee and Ms. (Cite Contribution) has given you good advise to keep your department executives active.
You can organise the CSR Programmes on regular basis.
1. Organise Blood Donation Camp quarterly once - No financial implication.
2. Send some of your executive (may be weekly once or twice for 1 or 2 hours per week) to nearest government school and let them teach Spoken English / Computer education to the students. (Only some man-hour is involved and no financial implication)
3. Approach nearest Medical College, and request them to organise their CSR Activity in your locality, so that you will get name and fame in your neighbouring areas. The beneficiaries may be nearby localites and their families. Even you can instruct your workers and their families to take active part in the medical check up / health camp. (This will have minimum financial implication)
4. You can get the saplings and arrange for shramdan activity by the workers and organise tree plantation in the factory/work premises.
Further as said by Mr. Saswata Banerjee, Please send them to audit all the statutory compliance on monthly basis and the observations being brought out in the audit may be rectified with the help of your team itself instead of telling the statutory compliance team to rectify. This supporting hand will surely give you positive response. Further the Labour Accommodation area may be maintained with the help of workmen under the supervision of your executives and a neat and clean environment will help the workers and their family to keep the morale high.
If your financial status is accepting the welfare expenditure upto some extent then as advised by Ms, (Cite Contribution) you can bear the cost of education of children of all the workers (restricted upto 2 children - on the interest of nation) and if the financial position is permitting then you can make the policy that the children scoring more than some percentage of marks will get tuition fee reimbursed to the parents and the company can sponsor the children's higher education of their interest.
Please depute your executive to check the contractors and their documents thoroughly for its correctness and if required instruct them to help the contractors to maintain the documents properly, so that there will not be any shortfall in maintaining the statutory compliance.
Your work must be a compliment to the other departments and it should not be a competitive. If you do so, then there will not be any issue in involving in their work.
From India, Kumbakonam
You can organise the CSR Programmes on regular basis.
1. Organise Blood Donation Camp quarterly once - No financial implication.
2. Send some of your executive (may be weekly once or twice for 1 or 2 hours per week) to nearest government school and let them teach Spoken English / Computer education to the students. (Only some man-hour is involved and no financial implication)
3. Approach nearest Medical College, and request them to organise their CSR Activity in your locality, so that you will get name and fame in your neighbouring areas. The beneficiaries may be nearby localites and their families. Even you can instruct your workers and their families to take active part in the medical check up / health camp. (This will have minimum financial implication)
4. You can get the saplings and arrange for shramdan activity by the workers and organise tree plantation in the factory/work premises.
Further as said by Mr. Saswata Banerjee, Please send them to audit all the statutory compliance on monthly basis and the observations being brought out in the audit may be rectified with the help of your team itself instead of telling the statutory compliance team to rectify. This supporting hand will surely give you positive response. Further the Labour Accommodation area may be maintained with the help of workmen under the supervision of your executives and a neat and clean environment will help the workers and their family to keep the morale high.
If your financial status is accepting the welfare expenditure upto some extent then as advised by Ms, (Cite Contribution) you can bear the cost of education of children of all the workers (restricted upto 2 children - on the interest of nation) and if the financial position is permitting then you can make the policy that the children scoring more than some percentage of marks will get tuition fee reimbursed to the parents and the company can sponsor the children's higher education of their interest.
Please depute your executive to check the contractors and their documents thoroughly for its correctness and if required instruct them to help the contractors to maintain the documents properly, so that there will not be any shortfall in maintaining the statutory compliance.
Your work must be a compliment to the other departments and it should not be a competitive. If you do so, then there will not be any issue in involving in their work.
From India, Kumbakonam
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