yes rightly said i agree with you but the labours are the scape goats here........ and they are waiting for a positive turn................
From India, Guwahati
One point I want to stress is that, even though the MSL has earned the best management practices in the international forum, conditions in the India is different like culture, habits, education. The HR policies are in MSL are made by Japanese HR persons. They have little knowledge about the local customs and conditions, educations etc. Their policies may be well in Japan envirornment but it does not work in the Indian conditions. Same is in the case of NOKIA and Hyundai Motors also which are multinationals and even claim that best HR practices are implemented. Rise in cost of living, decrease in the real wages is creating frustation in the workforce not only in the MSL and other parts also. So first thing is to give the worker a comfortable living and good working conditions, social security and medical and health requirements to be fulfilled giving recognition to their efforts. We have to take care of these things to keep the employees happy.
T.Mahendar Reddy

From India, Hyderabad
Dear sir, can any one provide me a complite prosicution of the this case.
From India, Mumbai
Hi Bhargavi & other friends,
Can anyone explain the role of government machinery in MSL case? What was the role of ALC & DLC in regards to 70% contract labour deployment in running factory? Was there any legal case/show cause between Haryana Govt. & MSL?
Thank You

From India, New Delhi

Hi All,

Most of the Managements ask the question " What can you save for us? Labour costs are going up, how can we accommodate this, cost of production will go up, for which many of the contractors do tricks in payscales, even minimum wages are not paid in many listed industries, workers are made to stay in rooms which are in unhealthy conditions, away from families, they are forced to work for more that 16 hours a day with single OT. Whenever they approach for leave are told "Tumhara kam kaun karega, Tum ko kam nahi chatha chale jao".

All these are again fabricated and shown to the relevant departments, where in authorities / officers take some bribe and say "ALL IS WELL".

Many just bothers about adherence to labour laws or statutory compliance measures. Thus, a much bigger approach is required to tackle.

Performance will be based on "Savings". So all the drama goes on. Many corporates do follow this approach. Also the population adds to the crisis, "TUM NAHI TO DOOSRA" is the buzz word.


From India, Bangalore
Dear Friends i am conducting a research project on trade unions and globalization i would like to know your inputs regarding the same regards Dr Mohsin shaikh 9604012473
From India, Pune
Dear Bhargavi,
on that ugly day i was there.
at that time i was thinking that it was completely the misbehaved by worker.
But know i know that the situation of the time and some inappropriate steps
leads to this kind of tragedy. but yet worker's are only working because of there basic need other wise
maruti will be shuttered for whole.

From India, Rohtak
Thanks Aroraji..Yes..50% of the HR's who are branded as "Plant HR", without knowing the labour laws and not knowing the organisation climate, have been hit badly by the external force. HR has to study the situation and act accordingly without any demerits. We cannot blame the Management too, since they don't know the underlying current, which is nothing but the situation.
We have to balance with Employee and Employer, let us take the ratio as 60% for the Employer and 40% for the Employee, but some of our HR not even considering for 20% ratio for the employees, that's why, they have been hit badly by a Group. Let us understand the real scenario and play our role well.
Thanks & Regards
Senior HR & IR Professional.

From India, Chennai
Dear Bhargavi Solanki,
This case is an eye opener. But it has not awaken the Industries yet.
Many industry have yet to improve and treat human being (worker) as human being.
Still the Managers who a suggest to reduce time between processes and apply KAIZEN and other methods of Work improvement or so called Production and productivity increase. Managers suggest these and get hike in package, on the other hand the worker the real performer is squeezed into the system but his /her salary remains same (which happens to be 1/4 max. of the Managers).
Manesar Plant has possibly overlooked and appreciated the Managers only and ignored the human behaviour also.
Your write -up is still important and of value for the HR professionals and teachers/students.

From India, Indore

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server