Hi everyone,
Can anybody shed some light on the manufacturing industry? What is the role of HR in the manufacturing industry, and what should HR professionals keep in mind when entering this sector? Additionally, what tools are used for competency mapping and how is it measured?
Please help! This is a genuine request.
From India, Hyderabad
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2Can anybody shed some light on the manufacturing industry? What is the role of HR in the manufacturing industry, and what should HR professionals keep in mind when entering this sector? Additionally, what tools are used for competency mapping and how is it measured?
Please help! This is a genuine request.
From India, Hyderabad
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Dear,
You must keep one thing in mind when you enter any manufacturing sector – you must have knowledge of labor laws and be ready to work in hard-core HR rather than soft-core. If you want to know more about this, you may send me an email at my personal email address:
Darshak Mehta
From India, Mumbai
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You must keep one thing in mind when you enter any manufacturing sector – you must have knowledge of labor laws and be ready to work in hard-core HR rather than soft-core. If you want to know more about this, you may send me an email at my personal email address:
Darshak Mehta
From India, Mumbai
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Hi Deeshe and Darshak,
HR in the manufacturing industry is most difficult among all as you have to deal with different types of personalities at different levels. As Darshak rightly mentioned, a good command over labor laws is essential for the manufacturing sector.
Further, in the manufacturing sector, whether it be a typical assembly line or continuous process plant, you can observe various facets of 'Group Dynamics'. The possibility of unions and collective bargaining is very high.
The culture of the manufacturing sector is different from other sectors. Many times there are repetitive operations for days, weeks, months, or even years. There is a possibility of individual expertise and boredom at the same time due to this.
Productivity is measured from top to bottom here. First the unit, then department, then section, and then maybe the team or individual. To improve productivity, there has to be a very systematic approach (top to bottom). An individualistic approach for motivation does not work here; you have to address teams.
You will find administrative aspects more important sometimes here in manufacturing, like the quality of tea in the general shift against the night shift - a comparison.
One has to be very consistent in decision-making, and phrases such as 'as a special case' must be avoided. There are people watching things closely without saying anything. In case of inconsistency, there can be reactions.
Now coming to specific answers, the life of HR in the manufacturing sector is like a thankless job.
You can keep the above points in mind while entering the manufacturing sector.
For competency mapping, first, you have to do a great deal of observation and analysis for months if not years. For more about competency mapping, you have to be more specific in asking your question.
Hope the above makes sense. Feel free to discuss or clarify anything.
- Hiten
From India, New Delhi
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HR in the manufacturing industry is most difficult among all as you have to deal with different types of personalities at different levels. As Darshak rightly mentioned, a good command over labor laws is essential for the manufacturing sector.
Further, in the manufacturing sector, whether it be a typical assembly line or continuous process plant, you can observe various facets of 'Group Dynamics'. The possibility of unions and collective bargaining is very high.
The culture of the manufacturing sector is different from other sectors. Many times there are repetitive operations for days, weeks, months, or even years. There is a possibility of individual expertise and boredom at the same time due to this.
Productivity is measured from top to bottom here. First the unit, then department, then section, and then maybe the team or individual. To improve productivity, there has to be a very systematic approach (top to bottom). An individualistic approach for motivation does not work here; you have to address teams.
You will find administrative aspects more important sometimes here in manufacturing, like the quality of tea in the general shift against the night shift - a comparison.
One has to be very consistent in decision-making, and phrases such as 'as a special case' must be avoided. There are people watching things closely without saying anything. In case of inconsistency, there can be reactions.
Now coming to specific answers, the life of HR in the manufacturing sector is like a thankless job.
You can keep the above points in mind while entering the manufacturing sector.
For competency mapping, first, you have to do a great deal of observation and analysis for months if not years. For more about competency mapping, you have to be more specific in asking your question.
Hope the above makes sense. Feel free to discuss or clarify anything.
- Hiten
From India, New Delhi
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Taking some threads from the discussions, please put some more light on labour laws , in labour laws, what all we need to know in that. Deeshe :shock: :shock: :shock: :shock: :shock:
From India, Hyderabad
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From India, Hyderabad
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Hi, Deeshe!
You need to know all about labor laws! It is as simple as that!
Applicability and coverage, compliance procedures, application forms, notices - displays, registers - records, periodic returns, payments through challans, reference authority...
It is suggested that one reads bare acts for all the labor laws and gets familiar with the laws. Of course, there are many posts available on this site giving good information about labor laws, but they should not be treated as a substitute for bare act reading and understanding, especially for a beginner. They can be a ready reckoner or periodic refresher material.
Here is a list of some acts you must cover:
The Factories Act, Contract Labor (A&R) Act, PF Act, ESI Act / Workmen Compensation Act, Bonus Act, Minimum Wages Act, Payment of Wages Act, Bonus Act, Gratuity Act, Employment Exchange CNF Act, Apprenticeship Act, Boiler Rules (if applicable), Explosives Act (if applicable), etc.
Don't feel nervous with a long list; once you start, you will feel confident as there is nothing complicated. You just have to be punctual in filing returns and have a good rapport with the officials concerned.
Hope you will benefit from the above.
- Hiten
From India, New Delhi
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You need to know all about labor laws! It is as simple as that!
Applicability and coverage, compliance procedures, application forms, notices - displays, registers - records, periodic returns, payments through challans, reference authority...
It is suggested that one reads bare acts for all the labor laws and gets familiar with the laws. Of course, there are many posts available on this site giving good information about labor laws, but they should not be treated as a substitute for bare act reading and understanding, especially for a beginner. They can be a ready reckoner or periodic refresher material.
Here is a list of some acts you must cover:
The Factories Act, Contract Labor (A&R) Act, PF Act, ESI Act / Workmen Compensation Act, Bonus Act, Minimum Wages Act, Payment of Wages Act, Bonus Act, Gratuity Act, Employment Exchange CNF Act, Apprenticeship Act, Boiler Rules (if applicable), Explosives Act (if applicable), etc.
Don't feel nervous with a long list; once you start, you will feel confident as there is nothing complicated. You just have to be punctual in filing returns and have a good rapport with the officials concerned.
Hope you will benefit from the above.
- Hiten
From India, New Delhi
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Hi Deshee,
Don't worry, I am also working in a manufacturing company as an HR executive. This is my first job, so I don't think that it is very difficult to enter a manufacturing company. According to me, you will have more opportunities to do and learn. When it comes to labor laws, always remember "Practice makes perfect" and always be optimistic.
Okay, I am forwarding you some guidelines related to the law.
Regards,
Pooja Verma 😉
From India, Pune
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Don't worry, I am also working in a manufacturing company as an HR executive. This is my first job, so I don't think that it is very difficult to enter a manufacturing company. According to me, you will have more opportunities to do and learn. When it comes to labor laws, always remember "Practice makes perfect" and always be optimistic.
Okay, I am forwarding you some guidelines related to the law.
Regards,
Pooja Verma 😉
From India, Pune
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Hi,
HR in manufacturing is not restricted to labor laws. However, now that the discussion is focusing on labor laws, I thought of sharing something about labor laws.
Labor in any industry must be understood in three broad categories:
1. Working condition related:
- Factories Act
- National and Festival Holidays Act
2. Relationship and employment related:
- Industrial Disputes Act
- Standing Orders Act
- Payment of Wages Act
- Subsistence Allowance Act
- Payment of Bonus Act
- Contract Labor Act
3. Social security related:
- PF Act
- ESI Act
- Maternity Benefit Act
- Workmen's Compensation Act
- Payment of Gratuity Act
- Minimum Wages Act
The list is not complete; we may have to add a few more. However, I would advise HR freshers to learn these legislations under these heads. When you learn under these heads, your decisions will also be correct.
For example, if you understand PF under Social Security, you will appreciate your role in implementing the same effectively.
You must also remember the following to understand:
1. Definitions of Worker/Workmen/Employee in all these
2. Coverage - salary limit or job description
3. When the coverage starts
4. Eligibility criteria
Siva
From India, Chennai
Acknowledge(0)Amend(0)
HR in manufacturing is not restricted to labor laws. However, now that the discussion is focusing on labor laws, I thought of sharing something about labor laws.
Labor in any industry must be understood in three broad categories:
1. Working condition related:
- Factories Act
- National and Festival Holidays Act
2. Relationship and employment related:
- Industrial Disputes Act
- Standing Orders Act
- Payment of Wages Act
- Subsistence Allowance Act
- Payment of Bonus Act
- Contract Labor Act
3. Social security related:
- PF Act
- ESI Act
- Maternity Benefit Act
- Workmen's Compensation Act
- Payment of Gratuity Act
- Minimum Wages Act
The list is not complete; we may have to add a few more. However, I would advise HR freshers to learn these legislations under these heads. When you learn under these heads, your decisions will also be correct.
For example, if you understand PF under Social Security, you will appreciate your role in implementing the same effectively.
You must also remember the following to understand:
1. Definitions of Worker/Workmen/Employee in all these
2. Coverage - salary limit or job description
3. When the coverage starts
4. Eligibility criteria
Siva
From India, Chennai
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Hi Pooja,
I am also working in a small manufacturing firm as an HR executive. Could you please tell me how to measure competency? Is there any point system adopted in your company? Please help me out, mail me.
Regards,
Vigil
varghese_vigil@yahoo.co.in
From India, Kochi
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I am also working in a small manufacturing firm as an HR executive. Could you please tell me how to measure competency? Is there any point system adopted in your company? Please help me out, mail me.
Regards,
Vigil
varghese_vigil@yahoo.co.in
From India, Kochi
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LABOUR LAWS FOR IT INDUSTRY.pdf
Competency mapping-cite hr.xls