Dear M S Manoj,
Excellent discussion by all the learned members on your thread. Thanks to them.
It seems to me that your management is mishandling the situation. Handling such a situation is a skill, and HR has to play a major role in it.
HR has to play its role not by standing near the machines to find out what is happening. HR has to invite the statistics and complaints from the plant supervisory level on Go-Slow. Mind you, the Go-Slow tactic by employees is very difficult to prove even with statistics and complaints from the plant level. HR has to highlight these statistics and complaints in front of erring employees and the union as well. HR has to highlight the incidents of employees that have contributed to the drop in production levels. HR has to display various notices mentioning all these statistics, complaints, and incidents of employees that have contributed to the drop in production levels, advising the employees to bring normalcy in the production levels and create a conducive atmosphere for healthy Industrial Relations. All such notices should be forwarded to the Labor Commissionate office. This may help the company in conciliation and in labor court in the future.
At times, HR has to take disciplinary actions against some of the erring employees. Play the divide and rule policy but be fair and firm in maintaining balance.
Handling IR is a skill that I find the new generation of HR is lagging behind in; perhaps, according to them, this is not their job. I am very sorry to say that.
Kind regards,
[Your Name]
From India, Mumbai
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2636Excellent discussion by all the learned members on your thread. Thanks to them.
It seems to me that your management is mishandling the situation. Handling such a situation is a skill, and HR has to play a major role in it.
HR has to play its role not by standing near the machines to find out what is happening. HR has to invite the statistics and complaints from the plant supervisory level on Go-Slow. Mind you, the Go-Slow tactic by employees is very difficult to prove even with statistics and complaints from the plant level. HR has to highlight these statistics and complaints in front of erring employees and the union as well. HR has to highlight the incidents of employees that have contributed to the drop in production levels. HR has to display various notices mentioning all these statistics, complaints, and incidents of employees that have contributed to the drop in production levels, advising the employees to bring normalcy in the production levels and create a conducive atmosphere for healthy Industrial Relations. All such notices should be forwarded to the Labor Commissionate office. This may help the company in conciliation and in labor court in the future.
At times, HR has to take disciplinary actions against some of the erring employees. Play the divide and rule policy but be fair and firm in maintaining balance.
Handling IR is a skill that I find the new generation of HR is lagging behind in; perhaps, according to them, this is not their job. I am very sorry to say that.
Kind regards,
[Your Name]
From India, Mumbai
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