...MAKE IN INDIA The Industrial revolution which started in 18th century which converted mainly Agrarian , rural societies of America and Europe and industrialized and urbanized them. Manufacturing at large scale , complex and efficient manner made those nation’s economy prosper . There is a chain of transformation throughout the world which is from Agrarian economy to Manufacturing based economy to Services based economy . But in case of India’s our GDP composition sector wise , Services(56.9 %),Manufacturing (25.8 %) and agriculture(17.4 %) . So we actually skipped manufacturing and directly went to services based economy which is untenable in the long run. So the present NDA government is giving all the right signals by the slogan “Make In India” , they actually want to boost the manufacturing sector growth and higher contribution to overall GDP. The most important attributes which help in development of manufacturing sector : * Infrastructure : Manufacturing sector is totally dependent on the level of infrastructure support their in the country . Limitation : 1) But presently the level of infrastructure is poor , shortcoming while transporting raw materials and finished products to their respective destination , power shortage for running the plants . 2) The banks in India are not big enough compared to the banks of developed economies or other emergent economies to fund large infrastructure projects Steps Taken/Proposed...
Words: 1166 - Pages: 5
...Multinationals and their impact on Labour Scene 28 October, 2012 Multinationals and their impact on Labour Scene Table of Contents 1. BACKGROUND ........................................................................................................................... 2 2. PRE AND POST LIBERALIZATION ............................................................................................... 3 3. INDIAN LABOUR LAWS ............................................................................................................. 4 4. PRESENT SCENARIO OF LABOUR AND MNCs IN INDIA ........................................................... 8 5. PERCEPTION OF LABOUR ABOUT MNCs ................................................................................ 10 6. RECOMMENDATIONS .............................................................................................................. 11 7. INTERVIEW WITH INDUSTRY EXPERTS ................................................................................... 13 8. BIBLOGRAPHY.......................................................................................................................... 15 MDI-PGPM-HRM-Term-II Page 1 Multinationals and their impact on Labour Scene BACKGROUND India was predominantly an agricultural economy till Independence in 1947. Even after Independence, the First Five-Year Plan (1951 —56) laid emphasis on agriculture. With the Second FiveYear Plan (1956 — 61) there was a shift towards heavy...
Words: 6583 - Pages: 27
...BALANCE IN THREE DIFFERENT COUNTRIES: UK, SWEDEN AND AUSTRALIA…………………………………………….….……………………………………8 4.4 EVOLUTION OF TRENDS IN FLEXIBILITY………………………………………………………………….9 4.5 THE REGULATORY AND INSTITUTIONAL FRAMEWORK OF THE EMPLOYMENT RELATIONSHIP……………………………………………………………………………………………………..12 4. MANAGING FLEXIBILITY AND WORK-LIFE BALANCE: CULTURAL FACTORS AN HR MANAGER NEEDS INSIGHT INTO, IN ORDER TO UNDERSTAND THE FLEXIBILITY AND WORK-LIFE BALANCE TRADE-OFFS THAT ARE PREFERRED IN ANY PARTICULAR COUNTRY…………………………………………………………………………………………………………………..16 5. GIVEN THE IMPERATIVES OF MODERN CAPITALISM, IS IT LIKELY TO SEE CONVERGENCE ACROSS COUNTRIES OR AT LEAST CONVERGENCE ACROSS THE NATIONAL OPERATIONS OF MULTINATIONAL COMPANIES?................................................................................18 6. CONCLUSIONS…………………………………………………………………………….……………………………..19 7. REFERENCES………………………………………………………………………………………………………………19 1. INTRODUCTION Blyton and Jenkins (2007;74) defined Flexibility through two different approaches, “For employers, workforce flexibility refers to the ability to use labour in a more adaptable and variable way. For employees, flexibility refers particularly to the degree of choice available in their work arrangements”. This essay will analyse the evolution of flexibility and work-life balance since...
Words: 6019 - Pages: 25
...Work-Life Balance Work-life balance is a term which includes the proper prioritizing between the working life such as career and ambition, and lifestyle such as family, leisure, health and spiritual development. It is also very important to employee job satisfaction as most companies today are having difficulties to attract and retain their workers especially in the Millennial and Y generations. It is largely due to the dissatisfaction towards the lack of work-life balance as they prefers flexibility in where, when and how they work, even to the stage where they are willing to have a pay cut or forgo a promotion in order to manage their work-life demands better (Schulte, 2015). Therefore, it is necessary for the organizations to provide support to their employees such as flexible working arrangements, dependent care and personal or family leave in order to retain and attract their workers. Besides that, lack of work-life balance provided by the organization will also affect the company itself as employees who are constantly attached to their jobs would deal with the symptoms of burnout and stress and more likely to suffer health problems which then appears to take sick leaves more often, and less efficient, less sociable and overall harder to work with. Therefore, it is best for the both employer and employee to avoid such factors through smart human resource management, as with most things in life, moderation is key to success (Boundless, 2015). There are several...
Words: 2525 - Pages: 11
...Multinationals and Their Impact on Labour Scene in India Multinationals and their impact on Labour Scene 28 October, 2012 Multinationals and their impact on Labour Scene Table of Contents 1. BACKGROUND ........................................................................................................................... 2 2. PRE AND POST LIBERALIZATION ............................................................................................... 3 3. INDIAN LABOUR LAWS ............................................................................................................. 4 4. PRESENT SCENARIO OF LABOUR AND MNCs IN INDIA ........................................................... 8 5. PERCEPTION OF LABOUR ABOUT MNCs ................................................................................ 10 6. RECOMMENDATIONS .............................................................................................................. 11 7. INTERVIEW WITH INDUSTRY EXPERTS ................................................................................... 13 8. BIBLOGRAPHY.......................................................................................................................... 15 MDI-PGPM-HRM-Term-II Page 1 Multinationals and their impact on Labour Scene BACKGROUND India was predominantly an agricultural economy till Independence in 1947. Even after Independence, the First Five-Year Plan (1951 —56) laid emphasis on agriculture. With the Second FiveYear...
Words: 6610 - Pages: 27
...ANALYSIS 12 Factors Contributing to the Change of Industrial Relations in the Region 12 Labor Reform Policies: 12 Globalization : 13 Economic integration 14 Change in Technology 14 Changes in Labor Law and Attitude towards Unions 15 Decentralization of Bargaining 15 Management Alteration 16 Conclusion: 17 The End . INTRODUCTION: Industrial relations today by many accounts, is in crisis. In academia, its traditional positions are threatened on one side by the dominance of mainstream economics and organizational behavior, and on the other by postmodernism. In policy-making circles, the industrial relations emphasis on institutional intervention is trumped by a neoliberal emphasis on the laissez faire promotion of free markets. In practice, labor unions are declining and fewer companies have industrial relations functions. The number of academic programs in industrial relations is therefore shrinking, and scholars are leaving the field for other areas, especially human resource management and organizational behavior. The importance of work, however, is stronger than ever, and the lessons of industrial relations remain vital. The challenge for industrial relations is to re-establish these connections with the broader academic, policy, and business worlds (Whalen, Charles J. (2008). This search is prompted because of the need to establish an IR system relevant to the emerging business environment .Identify several...
Words: 4622 - Pages: 19
...needs to grow due to new strategy, this can result in an increase of staff, more training can become available to staff to enhance their skill sets and help the business grow. External In some cases, technological developments can destroy jobs, it can blur the separation between existing jobs and can lead to a lower skilled lower paid workforce. In these cases, the bargaining power of the employer becomes increased. In other examples, technological developments can create new jobs and make some industries more capital intensive. This increases the bargaining power of the employees. Political factors can impact on the employment relationship. Countries are now more interdependent than ever due to the reduction of trade barriers. Markets now allow goods, service and capital to integrate, e.g the European union. Companies can more easily become global entities meaning employees may need to travel more, and employers can source personnel from overseas. 1.2. Explain the different types of employment status. Permanent A permanent contract is a position without a pre-determined time limit or unlimited duration. It is...
Words: 2320 - Pages: 10
...Agency workers Agency workers enter into engagement with an employment agency and are sent by that agency to work for a third party – an end user. Is the agency worker an employee of (a) the agency, or (b) of the end user? (a) The worker- agency relationship In Construction Industry Training Board v. Labour Force Ltd [1] it was held that unskilled or building workers hired by employment agencies were not in a relationship of employment with the agency. The end-user paid the wages to the agency, and had the right to control the men as to what to do, and to require the agency to remove a man at three days notice (or in the case of misbehaviour, forthwith). The court considered it decisive against the identification of an employment relationship with the agency that no control was exercised by the agency over the workers. This approach was followed in Ireland. In Brightwater Selection v. Minister for Social and Family Affairs [2] a Social welfare appeals officer held that a worker sent by an agency to UCD to work in the administration section worked under the control of the agency: ‘the requirement to notify them of any changes in relation to responsibility, hours worked, pay, grievances… to produce a time sheet’. However, the High Court held that these minimal administrative obligations were not equivalent to control. The High Court held that in determining whether control exists, the alleged employer must not only have the right to tell the individual what...
Words: 4148 - Pages: 17
...NATIONAL ASSEMBLY -------Law No. 10/2012/QH13 SOCIALIST REPUBLIC OF VIET NAM Independence - Freedom - Happiness ---------------- LABOR CODE Pursuant to the Constitution 1992 of the Socialist Republic of Vietnam amended and supplemented under the Resolution No. 51/2001/QH10; The National Assembly promulgates the Labor Code. Chapter I GENERAL PROVISIONS Article 1. Scope of regulation The Labor Code specifies the labor standards; the rights, obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Article 2. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. 2. The employers. 3. Foreign employees working in Vietnam. 4. Other individuals, agencies and organizations directly related to the labor relation. Article 3. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. 2. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts. The individuals must be sufficiently capable of civil acts. 3. The labor collectives are organized...
Words: 26912 - Pages: 108
...Ghemawat’s AAA and Varieties of Capitalism Ghemawat’s AAA Global Strategy examines the additional opportunities, challenges, and tradeoffs posed when a company crosses national borders Ghemawat contends that to create, capture, and sustain rents in international operations firms have three strategies they can deploy at the product level to respond to distance: 1. Adaptation – seeks to boost revenues and market share by maximizing a firm’s local relevance Requires local autonomy but must trade off the gains from such decentralization against the costs of excessive heterogeneity and local subgoals 2. Aggregation – attempts to deliver economies of scale by creating regional or sometimes global operations (standardizing the product or service offering and grouping together the development and production processes) Requires global coordination but must trade off the efficiency gains of standardization and scale or scope economies against costs of always being perceived as an outsider or cost minimizer 3. Arbitrage – the exploitation of differences between national or regional markets, often by locating separate parts of the supply chain in different places Requires flexibility and the management of a complex network of internal and external relationships for continuous learning, but must trade off benefits from such dynamism against costs of being perceived as fickle, rootless partner or citizen Firms can learn to more efficiently design and implement mix of adaptation, aggregation...
Words: 1526 - Pages: 7
...Practice Being a Manager In Control or Control Freak- RE Scenario Small businesses, particularly those selling products for which demand is seasonal, can find it challenging to set an appropriate level of staffing. While larger companies can absorb fluctuations in demand by cross training existing staff and moving employees around within the company, small businesses are more limited in their ability to do so. Having too few staff on board can cause delays in production when demand increases, and new employees will need training before they can become fully operational. However, having too many permanent staff incurs unnecessary cost for the business. Identifying the appropriate staffing level maximizes revenue and minimizes expenditures. Step 1 Gather workload data. Identify seasonal trends in production and determine if the workload remains static throughout the year or if there are certain peak times. If workload fluctuates, determine the baseline level of work that remains constant throughout the year. This should be considered throughout the teams that RE has created for the contest. Step 2 Determine the core and continuing projects in your business, and identify the number of employees needed to staff them adequately. For example, you may have a contract with a key client who demands knowledgeable and consistent staff. Even if the workload from this client is variable, you might still want to have at least one permanent staff member assigned to the project to keep...
Words: 538 - Pages: 3
...education of workers and government policies. II. Body: A. Causes a. Illiteracy and low level of education 1. ↓Level of education →↑risk of exploitation (Núnez & Livanos,2010) 2. Illiteracy →easier to accept exploitation (Chan,2004) 3. ↓Knowledge of laws→inability to protect themselves from exploitation (Lenard & Straehle, 2010) b. Poor labor legislation 1. Host countries restrict immigration →immigration laws unfavorable to immigrant workers (Misra, 2007) → ↑exploitation 2. Loopholes in law → being taken advantage of by employers (Gomberg-Munoz & Nussbaum-Barberena, 2011) 3. Flexible labor market → insufficient restriction (Miller, 2012) B. Solutions a. Education 1. ↑Educational level (e.g. Italy, Fullin & Reyneri ,2011) ↘ 2. ↑Practical skills → less exploitation of workers 3. ↑ Knowledge about labor laws (Zhang,2010) ↗ b. Developing labor laws and policies 1. Immigration laws and policies → more migrant-based (Misra ,2007) 2. Reasonable wages and working condition + more pressure on employers (Pines & Meyer, 2005). 3. ↓Loopholes of laws → protect workers’ rights III. Conclusion low education ↑level of education causes →↑exploitation ...
Words: 1410 - Pages: 6
...Syed Fahadulla Hussainy 2015-11-0159 Aqila Zaman Writing and Communication Sec 14 4th January 2012 Child Labor Is Child Labor Acceptable in Pakistan? Child labor is a global phenomenon that is defined as the children working under the age of 14 or 16 years. While most of the developed world has been able to overcome with this so-called social evil, child labor has been prevailing in almost all of the developing countries. The International Labor Organization (ILO) and Human Rights Organizations have been active in eliminating the practice of child labor through the agreement on the protection of the rights of children and the labor. The issue of child labor came into consideration in Pakistan when most of the European countries in 1990s declared a boycott on the goods exported by developing countries that involved child labor. As a result, child labor laws were passed in Pakistan in 1991 which banned child labor in certain manufacturing sectors. According to Federal Bureau of Statistics, a survey funded by IPEC (International Program on the Elimination of Child Labor) showed that in 2010, the working children in Pakistan numbered to 3.8 million (Arshad n.p). Although it is argued that child labor deprives children from education and leads to immoral acts such as exploitation and child abuse, it can be justified in Pakistan considering the current economic situation and educational infrastructure in the country and because it could give some economic and social benefits...
Words: 3640 - Pages: 15
...touches upon is child labor controversy. It has been widely known for years that different corporations use labor provided by other countries, because it is cheap and provides the most amount of profit to the company involved. This leads to the idea that corporations are deceptive, have a reckless disregard for people, fail to abide by social norms, and are incapable of experiencing guilt. The movie views child labor and a corporation's disregard for people as an epidemic because it is such a common method for producing products. My review of the corporate documentary film will be on the topic of labor. Noam Chomsky, Institute Professor, MIT, discussed about Labor Market Flexibility. She commented about the features of contemporary economic systems is on imposing flexibility in labor markets. When labor market flexibility is achieved, the corporation achieved efficiency. But this comes with a cost of mental illness due to insecurity. I agree generally in theory where Firms' ability to make changes to their workforce in terms of the number of employees they hire and the number of hours worked by the employees. A theory stated a flexible labor...
Words: 1822 - Pages: 8
...Chapter V: Protection of assets and business and technology secret Article 17: Protection of assets * Assets include all things: machinery, tools, equipment, materials and spare parts, materials, waste, electricity, water, land, warehouses, security Cutting tools, documents, ... other things owned by company. * Employees have responsibility with use with the right purposes, keep and preserve the assets of company. Forbidden using the assets of company wastefully, carelessly, irresponsibly or stealing. * Any loss or damage the assets of company is caused by squandering, careless and irresponsibility or theft is disciplined. The employee is forced paying compensation and prosecuted in court in serious cases according to law. * The employee does not bring documents, books, specimens, supplies, machinery and equipment of the company out of the construction site, except with having the agreement of the Head of Department and announce to record tracking. * When there is no demand to use or when employee quits, the employee must be handed over the assets of company. Article 18: Awareness of thrift and anti-wastefulness * Absolutely do not use the telephone of company for personal purposes. In case, hearing the personal call by the telephone of company does not affect other important calls of company. Using the telephone for working must be reasonable, concise, and save enough to convey or handle work. * Only use the printer, copier, scanner, ... for the...
Words: 718 - Pages: 3
