"People leave managers not companies"

I know as Human Resource job is very important to nurture employees.However Hiring Right candidate is very important for the relevant task However maximum number of times its the boss who is not able to inspire them to stick along. Wages & Laws In India workers are paid extremely low,which is very hard to survive with the kind of inflation. An average US worker in a manufacturing gets $200/day,an average Shanghai Chinese worker get about $15-$20 however in India its is less tan $5/day As an employee if someone is gaining knowledge and increasing the skill sets it become more valuable for the organization in terms of human capital & monetary as well However as our appraisal system is so prevalent to appraise once or twice a year,notwithstanding the 80/20 rule....it is true that employees would leave in search of better opportunities. Now,The fault rises in the system to recognize and understand the talent hidden inside-take a step ahead for employee to change some policies and make them benefited. Which is why such issues arise.This has happened twice in MUL.An alarming situation for all sectors. Labor Laws is our country need an urgent reformation.notwithstanding the fact that stress and work culture of every industry differs however there is nothing as far as Strictness of Labor laws are concerned. Proper education:Worker class are not educated and given the growth path.Most of them come from slums.They need better lifestyle for their families.Somewhere deep down their hearts their hard work is unrecognized with proper pay or rewards Example(Tata's)-They have set a bench mark in Indian Manufacturing industries with the practices they do.People never want to leave TATA steel.There was a time when people were scared to go there.

Leadership: In times like these Mangers are frighten of their position.To retain their powers.Because of global slowdown. Most often than not Mangers are not able to direct & Guide coach the employees.

HR Role As organization is only known because of the employees. Expectation setting about the current procedures.Lot of times I have seen that HRs take one or two sessions about the policies Laws(sometimes only in Induction). & then whatever happens good or bad-is always written in policies which only few have access too.Which is why it becomes very very very important about the transparency in communication & Responsibility in taking proper Decision at right times. Union Issues: As far as Union is concerned most often then not its a political ball game.There is no growth when Union is into picture.Take an example of Rickshaw,Collie,Rack-pickers etc-Most of them do the same job for entire life. We need to educate workers about their benefits and growth prospects in organization. attribution http://www.citehr.com/421146-maruti-violence-issues-need-addressedpg2.html#ixzz2rbM5yWAA

But this incident have left us with many lessons to Learn. I feel that the companies have to reduce this significant gap between worker & management , in terms of policies, facilities, involvement in strategic decisions etc. Certain practices which increase this Gap between Worker and Management,needs to abolished. Like : -Separate canteen for Staff & Workers ( There should be single canteen and similar food for all ) -Seprate sitting place for Management & Workers ( concept of separate Admin Building should be avoided i.e. staff should have office space within the production area and workers seats be alloted in that area, proper connect between staff and workers, involvement of families of workers in HR Initiatives.) -Seprate shift timings for staff and workers ( There should be no G Shift at factory premisis) -Seprate Increments, Bonus shemes and declaration of these Seprately etc.( Everything has to be in similar pattern ) -Role of supervisor should be limited to only production related Instructions to be given to workers and all behavioural and discipline related issues should be dealt by HR / IR Team. Though this incident has left a black spot on the function of HR but has also left us with lessons to be learnt as the dynamics of workforce are changing with time. Also the salary should be linked with the Work load & Performance and not with Work Experience especially in the Industrial Units whih are expanding at similar locations and are paying lesser salary to the fresh workforce having lesser experience, though they giving better output. Its high time for the HR Minds to think. attribution http://www.citehr.com/421146-maruti-violence-issues-need-addressedpg2.html#ixzz2rbMN8JeE

Lessons in Management: People management is the new buzz word in management these days. Industry especially the manufacturing industry is investing a great deal in understanding labour dynamics and the best way of negotiation. Management studies are focussing their attention on HRM (Human resource management) with a much specialised division under it called as Employment Relations (ER). ER has a core concern with social justice through fair employment practices and descent work. A new inter disciplinary field called as Industry Relations (IR) is also garnering heat in management studies. It covers issues of concerns to managers and employeesat workplace, including workplace bargaining, management strategy, employee representation and participation, union management cooperation, workplace reform, job design and new skill development. The uniqueness in this strategy that has been brought about is that an IR expert will more usually work for a trade union in order to represent employees interests. However he may also work for an employer in an HRM department serving the employers interest.

Culture of the Organization: Another key feature that organizations need to look into its workplace culture and buildinga culture that suits the collective goals of management and the unions. The culture of the organization is slowly changing from the individualistic authority to a collective decision making system. The feeling of being a part of the organization, being inclusive in the decision making is some of the features that management tries to imbibe in the culture. One of the employees while speaking to a news channel said We do not matter to them and they have no duty towards us. Maruti just gets us to work and gives us money. This is a sign that indicatesgrowing discontent brewing among workers. This holds great relevance to management which has to understand from this statement that for every worker, satisfaction is derived from different factors. A worker X might derive satisfaction from the wage that he earns even if he is made to slog whereas a worker Y might derive more satisfaction at being treated and respected for his work rather than the money he earns. Motivation Models: Management, to handle labour has to understand them and keep them motivated for their own benefit. In the same vein, management has to employ methods to understand how to keep the work force motivated. Every person derives satisfaction differently. Management needs to employ a technique to identify, classify and organize the workers on the basis of what factors they would be motivated. We have different motivation models such as Maslow Motivation model, Herzberg 2 factor model that helps the management to understand the motivation needs for the workers.

Once the organization identifies and classifies their workers it will get a clear pictureabout the factors that the organization needs to work more on. For example, consider a firm with 100 workers. If it finds that 75 workers derive satisfaction due to esteem level and 25 derive satisfaction from the wages, the organization knows that it needs to work more on involving their workers in the decisions that the management makes. The more inclusive they feel, the more they tend to be loyal to the organization.

Conclusion: No firm wants disgruntled workers. This has a snow-balling effect which hampers the growth anddisreputes the entire brand. Having talked about the strategies that organization needs to follow to predict impeding dis-satisfaction, it is equally important that the government is involved and helps to create a conducive environment for business. The recent cases of Singur, POSCO and Manesar have tarnished our image as a business friendly country. One must appreciate the promptness of Mr. Narendra Modi whose government has provided good environment for businesses to prosper. Few days after the Manesar tragedy happened, Mr. Modi flew to Japan to present to them Gujarat as a conducive business destination. The result is that the Maruti plant might shift to Gujarat. It is in the same way Gujarat had acquired the TATA plant that produced the Nano that has been written into the history books. Today it is important to view the law of collective bargaining in a positive light by the management. The apparent class divide with a sense of haves a nd have nots can spiral into an un-manageable situation. So it becomes very critical to identify the symptoms of such impeding activities. An organization where the union and the management are on the same frequency will complement each other and help each other in pursuing their common goals. It is this idealistic point that we need to address to attain organizational goals.