Emergence of Four Labour Codes.
Gains, Challenges and concern of Employers arising out of the Labour Reforms through Labour Codes.
Management Consultant, Bangalore
The buzz words, “Labour Reforms”, are not unfamiliar to the Business Community as well as the Trade Unions for the last over 3 decades. The Central Government brought “Economic Reforms” all of a sudden in the year 1991, resulting in Globalization of Trade & Business . Economic Reforms calls for immediate Labour Reforms to provide a helping hand in terms of eliminations of legal constraints & hurdles to the Indian Industry. Indian Industry was saddled with multiple legal restrictions causing hurdles for organizing /reorganizing/ rationalization of process & methods and most importantly the productivity etc. This was not attended to. Ever since, the Indian Business Entrepreneurs have been consistently pressurizing and pursuing the Central Government to bring out “Labour Reforms” to ease of doing Business due to global competitiveness with cost, quality and delivery. The Business constantly urged upon the Central Government, in order to invite Foreign Direct Investment, the productivity coupled with international quality as also the cost effectiveness which are the main criteria’s, and insisted on the Central Government that flexibility in engagement of human resource, and to eliminate the legal hurdles and restrictions pertaining to modernization, adaptation to the latest technology, rationalizations and method improvements etc are the primary essentials. As we have witnessed, the Central Finance Ministry would talk of the word “Labour Reforms” during the Finance Budget presentation every year. Indian Business would get motivated and attracted towards the steps to be taken with eagerness. The Trade Unions, upon hearing the word “Labour Reforms” would get emotionally charged and call for protest including organizing & inciting a “Bhart Bundh”. Next, the Central Government, watching the protest, no further initiatives, and the year is gone. These are the chain of events, going on year on year.
A One-Day Collaborative Workshop for Trade Union and Management Personnel on “WINNING - The most desired outcome of Trade Union and Management"
Lay-Off and Retrenchment Possibilities During Covid – 19
Date: 13th June 2020
Time: 03.00 pm to 06.00 pm.
Fees: Rs. 500/- per participant
Session details will be provided after Registration.
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Fund Raising Program for Nirathanka, NGO
Dr. G P Naik, Professor of HRM and Principal Consultant at Talent Avenues.
Govindaraju N.S., General Manager-HR & IR, Kern Liebers India, Tumkur, Karnataka
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Reworking the Management Strategies
to Overcome the Covid Crisis
Legal & Management Consultant, Bangalore.
The buzz words LABOUR REFORMS hotly debated & overheard for the last four decades. Be it be the Government, Employers or Trade unions, the words have caught everyone. Highly controversial, critically debated, followed byemotional outbursts, protests, over the past for four decades. Labour Reforms mean differently for every stake holder. Business looked for removal restrictions in engaging / disengaging workers, flexibility, productivity whereas the Trade Unions looked for more liberal & assertiveness in terms of their rights &privileges and distancing away from business efficienciesand the Government looked for a balanced approach from the point of view of national economy and growth. This has been a triangular entanglement, and the triangle is incomplete without one arm. As faras Business is concerned, it is an annual calendar of events to pressurise the Central Government to bring out “Labour Reforms”. It has also become an annual routinepronouncement by Central Government at the time of presentation of Budget to mention “Labour Reforms”. It is also annual programmed protests by all the Trade Unions including nationwide strikes. Thereafter, everyone keep silent. All three important stake holders have accepted these as a routine & automaticone every year. As we have witnessed during the last few decades, the Central Government has not succeeded in winning over the confidence & trust of the Trade Unionsand most of the instances have succumbed to the pressure tactics by the Trade Unions due to various reasons.
Ram K Navaratna
Chief Executive HR Resonance
HR a Key Role in Employee Protection and Business Sustainability.
Crises can occur at any time and HR has to take the lead in protecting the health welfare and safety of affected employees as well of organisation.
Natural disasters such as extreme rains and floods, corporate frauds, workplace accidents including fatal and non fatal, fire accidents and health concerns are some threats that could affect your organization and employees and in turn cause disastrous impact on your operations/business.
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