Sir,
what are the possible steps I can take to fulfill workers demands, because I will be answerable to my director also while taking any decisions.The main concern of workers is that they want hike in their basic wages.Kindly suggest some valuable tips. Me & manager wants to tackle this situation such that workers also get something & director also will approve the same.
Regards,
Shailesh K
Officer HR
Tiki Tar Industries India Ltd
From India, New Delhi
what are the possible steps I can take to fulfill workers demands, because I will be answerable to my director also while taking any decisions.The main concern of workers is that they want hike in their basic wages.Kindly suggest some valuable tips. Me & manager wants to tackle this situation such that workers also get something & director also will approve the same.
Regards,
Shailesh K
Officer HR
Tiki Tar Industries India Ltd
From India, New Delhi
Dear Shailesh,
First of all confirm whether they are Unionized, if unionized is it a recognized union, if recognized union whether they have submitted any charter of demands: If not unionized:
Negotiation is a very critical activity every time any time it should end in a win win situation.
In negotiations don't with draw yourself
every time throw the ball in to other's court
depnd on networking
gather 100% information
understand the criticalities / weknesses and work on the same
Don't underestimate the opposite side
Steady and slow wins the race
Don't be in hurry to close the negotiation
Link the productivity to wage hike
Work and earn ( Examples: Attneds in shift then eligible shift allowance Rs.5/- for second shift & Rs.10/- for night shift) / attends whole month with only one authorized leave then eligible for Rs. 200/- attendance bonus / with two authorized leaves - Rs.150/- / more than two leaves or loss of pay = zero attendance bonus / No late coming and early quitting for the whole month Rs.100/ allowance / one time to a maximum of 10 mints: Rs.50/- more than one time or 10mints "NIL" punctuality allowance). Cleanly ness and neat ness at work spot some allowance (this needs to be certified by the immediate superior and hand over the workspot maintenance card to HR on monthly basis)
If it is a factory then safety allowance : wearing of safety appliances regulary X allowance / one time failed X/2, 2 times failed - NIL.
The above pattern improves discipline in the organization, employees feels responsibility, the supervisor can concentrate on the developmental activities rather than policing, the really needy people and disciplined employees will earn and this pattern gives the management to build a record on the violations of attendance / safety / workplace maintenance etc., and over a period of time you can easily initiate action on the employees whose files are build.
You can also link their pay on multi skilling / stretched targets hence don't go for a consolidated increment / revision pattern and focus on this type of work and earn pattern
As far as the amount of hike is concerned : obtain information from the market, similar industries, your organization's capability, present salary vs. the cost of living, availability of similar skill in the market etc.,
Regards - kamesh
no break down in the shift -
From India, Hyderabad
186First of all confirm whether they are Unionized, if unionized is it a recognized union, if recognized union whether they have submitted any charter of demands: If not unionized:
Negotiation is a very critical activity every time any time it should end in a win win situation.
In negotiations don't with draw yourself
every time throw the ball in to other's court
depnd on networking
gather 100% information
understand the criticalities / weknesses and work on the same
Don't underestimate the opposite side
Steady and slow wins the race
Don't be in hurry to close the negotiation
Link the productivity to wage hike
Work and earn ( Examples: Attneds in shift then eligible shift allowance Rs.5/- for second shift & Rs.10/- for night shift) / attends whole month with only one authorized leave then eligible for Rs. 200/- attendance bonus / with two authorized leaves - Rs.150/- / more than two leaves or loss of pay = zero attendance bonus / No late coming and early quitting for the whole month Rs.100/ allowance / one time to a maximum of 10 mints: Rs.50/- more than one time or 10mints "NIL" punctuality allowance). Cleanly ness and neat ness at work spot some allowance (this needs to be certified by the immediate superior and hand over the workspot maintenance card to HR on monthly basis)
If it is a factory then safety allowance : wearing of safety appliances regulary X allowance / one time failed X/2, 2 times failed - NIL.
The above pattern improves discipline in the organization, employees feels responsibility, the supervisor can concentrate on the developmental activities rather than policing, the really needy people and disciplined employees will earn and this pattern gives the management to build a record on the violations of attendance / safety / workplace maintenance etc., and over a period of time you can easily initiate action on the employees whose files are build.
You can also link their pay on multi skilling / stretched targets hence don't go for a consolidated increment / revision pattern and focus on this type of work and earn pattern
As far as the amount of hike is concerned : obtain information from the market, similar industries, your organization's capability, present salary vs. the cost of living, availability of similar skill in the market etc.,
Regards - kamesh
no break down in the shift -
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Ladder Safety Tips.zip
Tips-for-recrui ters_173.pdf
Appraisal tips to boost your chances.doc