Stuck on Union Settlement Analysis Project: How Do I Move Forward and Conduct a Survey?

Dear Seniors, I am doing an internship in one of the biggest hotels. The project that has been given to me by the GM is to analyze all the settlements done with the union so far financially and in other respects. However, I am stuck in the project and not getting how to move further with it. The company has only one union. I have all the data on how different components are changing yearly and with every settlement, but what should I analyze with this? On what factors is this increase in salary and benefits actually related? Also, is it possible to conduct a survey for the same as my college wants us to do a survey. Please guide me in this. I am in a big dilemma.

Understanding Settlement Analysis in Industrial Relations

A settlement is a peaceful means of resolving workers' demands on various terms of employment and conditions of service through negotiation and agreement between management and the union. The objective of a settlement is to resolve an industrial dispute and ensure harmony in industrial relations within the establishment, consequently enhancing employee productivity. All settlements will have financial implications, and each is based on the spirit of 'give and take'. You may need to analyze the settlements with these factors in mind. Therefore, a suggested structure for analysis can be:

1) What is the general nature of demands that were the subject matter of settlements? Are they related to wage revision, bonuses, leave and holidays, medical facilities, or disciplinary issues like suspension and dismissals, etc.? You can classify the demands as financial, disciplinary, and welfare-related. This analysis may help management understand the nature of demands.

2) How many of the demands are repetitive in nature, and what are the reasons for them? This may help management understand the financial implications of such recurring demands and the reasons for them, so it can take a view about such demands in the future.

3) What is the financial implication of each settlement for the company?

4) Since a settlement is based on the spirit of "give and take," what are the items on which the union has agreed to meet the demands of management? Have they met their obligations? Is there any increase in productivity or production after each settlement, or improvement in customer service, or more business, etc.?

5) Did each settlement ensure peaceful industrial relations or lead to more demands? Were there any agitations after each settlement? If so, why? Or did it lead to more business and better customer service or reduced absenteeism, etc.?

You can build a structure based on your study. Hope this helps.

Regards,
B. Saikumar
In-House HR & IR Advisor

Agreement Considerations

The agreement must be based on the cost of living and the industry scenario. Study this carefully.

Conducting Surveys

Also, a survey may be conducted both inside and outside the organization.

Mr. Saikumar has brought out almost all the important points to be taken into account while analyzing the settlements effected with the trade union over a period of time to assess their overall implications on the industry. The hotel industry is gaining unprecedented momentum nowadays due to globalization and shifts in the consumption patterns of the general public in equal proportions.

Lodging and Travel Expectations

Regarding lodging, the frequent travels, both scheduled and unscheduled, facilitated by the shrinkage in distance due to faster modes of transport compel guests to expect finer comforts and better service from hoteliers. As for boarding, I need not dwell much because all of us are aware of the mushroom growth of multi-cuisine and luxury restaurants everywhere. Therefore, the work culture in the catering industry has undergone a sea-change. Employees are now expected to be academically well-qualified and more service-oriented than in the past, as highlighted by Saikumar in his fourth point.

A question may arise in your mind as a typical and disturbed manager: Can't we do it without a union? Think it over.