hi all
I am working with one of the leading automobile industry from last few month. mangement has given me the task to make the action plan for retentation of contract labour. and also to make the action plan for supplying quality manpower for running smoothly production activities.
so, kindly help me regarding what are the retentation strategies for contract labour and how to supply quality manpower. and if any one have action plan format for same please provide me ASAP.
awaiting positive reply,..
Thank you,
SRC
From India, Mumbai
I am working with one of the leading automobile industry from last few month. mangement has given me the task to make the action plan for retentation of contract labour. and also to make the action plan for supplying quality manpower for running smoothly production activities.
so, kindly help me regarding what are the retentation strategies for contract labour and how to supply quality manpower. and if any one have action plan format for same please provide me ASAP.
awaiting positive reply,..
Thank you,
SRC
From India, Mumbai
Hi Sunil,
I was working with one of the manufacturing unit in Maharashtra. I have observed following problems, regarding labour, which are the cause root of retention.
1) Labour needs basic requirements, like they want their salary should be calculated without any mistake (Mainly calculation of Over time).
2) Labour had many doubts that, their PF amount is going in right account or not.
Solution - Here we arranged a lecher of our legal consultant to clear up their doubt regarding PF and ESI. Also provide them detail information of each column mentioned in PF slip.
Some retention strategies for contract labour :
There may be different situations in different Organisation.
Wish You All The Best..!!:icon1:
From India, Chandigarh
3I was working with one of the manufacturing unit in Maharashtra. I have observed following problems, regarding labour, which are the cause root of retention.
1) Labour needs basic requirements, like they want their salary should be calculated without any mistake (Mainly calculation of Over time).
2) Labour had many doubts that, their PF amount is going in right account or not.
Solution - Here we arranged a lecher of our legal consultant to clear up their doubt regarding PF and ESI. Also provide them detail information of each column mentioned in PF slip.
Some retention strategies for contract labour :
- I have experienced, that worker is very shy person in company.Try to treat them with love and affection. (Always give smile, first ask them about health-then family-then work.) Assure them that HR is always their to help them. Once you came to know their problems try to give solution as soon as possible. I did the same and became ideal HR for them..!!:icon6:
- HR should have proper communication with union leader/ lead hands of worker to know about their problem.
- If Possible, take some contract labours on roll as per law.
- Make sure that senior workers or supervisors are not exploiting contract labour.:icon7:
- You can provide more facilities to permanent worker ie Labour welfare, workers participation in Management.
- When workers assured that, 1. he himself and his future and his family is safe with this company, 2.whatever wages they are getting is as per Minimum wages, 3.their PF amount is safely deposited in theier own account,4. getting more facilities competitively to other organization,5. Friendly work environment, then retention rate will be decrease.
There may be different situations in different Organisation.
Wish You All The Best..!!:icon1:
From India, Chandigarh
Sunil,
Contract Labour is not an organised sector. And in Automobile sector, its major industry leaders manage with contract labour. Issues that can come up are:
1. Supply side issue - Availability of skilled labour which you are looking for.
2. Demand Forcast - Get this from your company, what they are looking for, when & in the expected supply flow on a monthly forcast.
3. Today, since the industry are being supplied with all these people, try contacting your counter parts in your city and check with them who are their suppliers.
4. Take contracts on rolls who meet all legal obligations only.
5. Ensure you have a legal dept to whom the contractor needs to sign off all legal formalities, before he starts the supply. This will ensure on time payment (min wages), PF, Bonus, Overtime payments etc on time.
6. Always have alternate contractors and ensure you have ensure that supply is competively distributed.
7. All payments to be made only through the contractor & he distributes the payment in your premises along with the Finance person to ensure that their are no non-payments.
8. All contract labour will be the responsibility of your company as per the Factories act and any accident or mishap, you are responsible as an employer. So, ensure that you have taken enough safety precautions.
9. These contract labour will keep extending their work hours for over time payment. Ensure that you regulate them with enough replacements on time.
Regards
From India
Contract Labour is not an organised sector. And in Automobile sector, its major industry leaders manage with contract labour. Issues that can come up are:
1. Supply side issue - Availability of skilled labour which you are looking for.
2. Demand Forcast - Get this from your company, what they are looking for, when & in the expected supply flow on a monthly forcast.
3. Today, since the industry are being supplied with all these people, try contacting your counter parts in your city and check with them who are their suppliers.
4. Take contracts on rolls who meet all legal obligations only.
5. Ensure you have a legal dept to whom the contractor needs to sign off all legal formalities, before he starts the supply. This will ensure on time payment (min wages), PF, Bonus, Overtime payments etc on time.
6. Always have alternate contractors and ensure you have ensure that supply is competively distributed.
7. All payments to be made only through the contractor & he distributes the payment in your premises along with the Finance person to ensure that their are no non-payments.
8. All contract labour will be the responsibility of your company as per the Factories act and any accident or mishap, you are responsible as an employer. So, ensure that you have taken enough safety precautions.
9. These contract labour will keep extending their work hours for over time payment. Ensure that you regulate them with enough replacements on time.
Regards
From India
dear sir,
we have contractor for all manufacturing process and other leagal..and statutary compliances are ok...but problem is that when new employee join the organisation we will provide the on job training to him but after completion of training he may left the organisation....and again new employee join...so stability of manpower is the major problem...and i have also concluded the some basic requiremnt should be fulfilll like bus...canteen...wages....overtime.....but still problem is remain. so it occures effect on manufactuirng. so here is no consistancy in manpower ...so how i can retain the contract employee.....
if you have any format for action plan for presentation pls provide.
thank you
Sunil
From India, Mumbai
we have contractor for all manufacturing process and other leagal..and statutary compliances are ok...but problem is that when new employee join the organisation we will provide the on job training to him but after completion of training he may left the organisation....and again new employee join...so stability of manpower is the major problem...and i have also concluded the some basic requiremnt should be fulfilll like bus...canteen...wages....overtime.....but still problem is remain. so it occures effect on manufactuirng. so here is no consistancy in manpower ...so how i can retain the contract employee.....
if you have any format for action plan for presentation pls provide.
thank you
Sunil
From India, Mumbai
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Notification No G.S.R. 1128(E) Contract Labour (Regulation and Abolition) Central Amendment .pdf
LABOUR CONTRACT AGREEMENT.doc
Contract Labour Act.zip