What are the basic tools to maintain the harmonious industrial relationship in industry? Kindly provide me your valuable advice in this matter. Being HR what kind of steps we can put for better relations.
From India
12From India
There is no specific tool for IR. You should understand the paradigms shift on IR with tech savvy, freedom loving, job hopping, job enrichment and more entrepreneurial modern workforce, which does not believe in continuity of service, reflecting a negative culture of the organisation. Workforce is so active on social media and 'whats app' employer branding etc. It is a very sensitive issue and your approach may not be same for the similar situation in another culture. It various from industry to industry, and depends on the social, monitory and psychological needs of individual and group / cultural needs. Every problem has solutions. Try to use four 'W' one 'H' concept (Why, Where, When, What & How) Every grievance if you look at it , whether individual or group, it circumvent around the employer's / employer's team / managers / supervisors interactions. You have to play a mentor/safe role on expectations of the Employer vis-a-vis Employee, to achieve organisational goal.
From India, Madras
From India, Madras
The basic tools of IR is employee communication, rapport with union leaders, grievance handling, problem solving approach, statutory compliance etc. The IR situation is very dynamic and depending on the situation in hand you have to device your approach, tools and techniques to resolve the issue.
From India, Mumbai
From India, Mumbai
Dear All,
Thanks you all for your valuable feed back. Sir I want to know what kind of scheme we can implement in our organization for better communication with workers .Some other way to interaction with worker and some other staffs. Kindly suggest me 5 numbers of way where we can know the problems indirectly
Warm Regards,
Gaurav Mehta.
From India
Thanks you all for your valuable feed back. Sir I want to know what kind of scheme we can implement in our organization for better communication with workers .Some other way to interaction with worker and some other staffs. Kindly suggest me 5 numbers of way where we can know the problems indirectly
Warm Regards,
Gaurav Mehta.
From India
In addition to the formal means and modes of communication you have to develop informal means and modes too. These are days of the social media, there is no limit to how much you can use this media creatively and in organisational interest. Furthermore these are some of the means used very effectively:
1. Management employee direct communication meeting: Invite a cross section of employees from all areas of work (limited to the capacity of the meeting place) along with the team of top management , first let there be a presentation on organisational health and challenges followed by a presentation on any key issue faced by the unit, say safety or maintenance etc and throw the forum open to anyone from audience who wants to make suggestions or criticisms. When there is no more suggestion, the Chief Executive replies to each and every suggestion and makes firm commitment on the implementable ideas and with reasons rejects what is irrelevant.
2. Create an informal group of opinion leaders from each work area. In every work area there are some employees whom everyone consults and respects, not because of status nor union affiliation. Such opinion leaders hold key to real downward and upward communication. Share with this group what the management wants to communicate to the lower most employee level and listen to them intently to receive upward communication. Pay serious attention to the feedback and take remedial action.
3. Posting of Labour Welfare Supervisor. Post some workmen who are adept in problem solving in any work area of nearly 250-300 workers, their job is to collect the grievances of workers be it related to wages & allowances, safety items, identity card, or attendance etc and it is the job of the LWS to sort out the grievance and report back to the workman the progress thereof. Empower the LWS to directly seek the intervention of HOD or Chief Executive where the situation demands.
These are some of the methods used by us in developing a strong communication network which could help the company to recover from a shock 37 days tool down by 100% workmen in 1987.
From India, Mumbai
1. Management employee direct communication meeting: Invite a cross section of employees from all areas of work (limited to the capacity of the meeting place) along with the team of top management , first let there be a presentation on organisational health and challenges followed by a presentation on any key issue faced by the unit, say safety or maintenance etc and throw the forum open to anyone from audience who wants to make suggestions or criticisms. When there is no more suggestion, the Chief Executive replies to each and every suggestion and makes firm commitment on the implementable ideas and with reasons rejects what is irrelevant.
2. Create an informal group of opinion leaders from each work area. In every work area there are some employees whom everyone consults and respects, not because of status nor union affiliation. Such opinion leaders hold key to real downward and upward communication. Share with this group what the management wants to communicate to the lower most employee level and listen to them intently to receive upward communication. Pay serious attention to the feedback and take remedial action.
3. Posting of Labour Welfare Supervisor. Post some workmen who are adept in problem solving in any work area of nearly 250-300 workers, their job is to collect the grievances of workers be it related to wages & allowances, safety items, identity card, or attendance etc and it is the job of the LWS to sort out the grievance and report back to the workman the progress thereof. Empower the LWS to directly seek the intervention of HOD or Chief Executive where the situation demands.
These are some of the methods used by us in developing a strong communication network which could help the company to recover from a shock 37 days tool down by 100% workmen in 1987.
From India, Mumbai
Find out the Line Managers as Good HR communicators. In a best situation line supervisors and line managers do play an important rolls to play. Make the line managers / supervisors, to consider, besides production pressure, the Human aspect of working conditions, systems, and procedures
to me workmen friendly and easily adaptive. Make your grievance communication more effective. Show the workers that we are transparent and keep the informed of market share and any increase and downfall. Share Quality issues compared to international standards, and take suggestion for better improvement, cost reduction, empowerment, multitasking and make the workers as supervisors for their quality out put in each shift against the monthly target. Do not encourage any cost escalating suggestion. Make the workers as a group, to take up any challenging situation, by making them committed for such challenges as a suggestion from their end. Appreciate open ally and criticize /negative feed back, individually.
From India, Madras
to me workmen friendly and easily adaptive. Make your grievance communication more effective. Show the workers that we are transparent and keep the informed of market share and any increase and downfall. Share Quality issues compared to international standards, and take suggestion for better improvement, cost reduction, empowerment, multitasking and make the workers as supervisors for their quality out put in each shift against the monthly target. Do not encourage any cost escalating suggestion. Make the workers as a group, to take up any challenging situation, by making them committed for such challenges as a suggestion from their end. Appreciate open ally and criticize /negative feed back, individually.
From India, Madras
Thank You all for your valuable feedback . We are going to start our organization suggestion scheme and some committees has been constituted for better communication with the workers. Hope with the help of such kind of implementation that we can build the best interaction with our workers . if any some suggestion in this regards kindly share with me . We do not have any Labour Welfare Supervisor because we have only 300 hundreds staff only . Thank a lot for your reply .
From India
From India
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