Challenges posed by Human Resource Management strategies to Trade Unions Actrav-Turin

HRM implies lean organization, flat structures, multi-tasking & change of approach towards workers & unions - Managements have begun to deal directly with workers in order to improve productivity – instead of fighting the union, make union irrelevant by addressing workers needs Where ever HRM principles are being introduced, unions memberships have been under threat Why? Management not only interested in cheap labour but interested in Committed labour force & therefore have initiated new policies under HRM to compete effectively

What Is Commitment? Productivity Flexibility in Learning New Skills Capacity to identify & solve problems at work Responsibility for the product & Co. goal Quality has to be everyone’s concern

Some Issues due to HRM The importance of Team Work Flat Structures are more efficient Change is a continuous process Decentralize Decision-Making Methods of Rewarding Employees The importance of Training-leadership development. Quality Circles Failure of QC

Total Quality Management Top Management is responsible for people Changing the attitude of line managers The internal customer Line managers are responsible for putting HRM into practice

Is HRM Is A Threat To Trade Unionism & CB? The Non-Union Strategy Limiting Unions to Wage Bargaining HRM appeals to individual Can Unions Meet The Challenges? Can Unions stop these changes? The main weakness of the unionism – existence is built on management failure How can unions change? What needs to change? Need for unions to have a say in matters traditionally considered management areas – need to go beyond collective bargaining towards participatory rights

Working Time in a day General Norm: Out of 480 minutes (8 hours), at best 420 minutes of working time should be there – 60 minutes are to be set aside for lunch break (half hour) and 2 breaks of 15 minutes each for tea-cofi, etc Out of 420 minutes available for work, the following deductions from working time need to be considered: - personal needs allowance - fatigue allowance – differs for different job stations - hazard allowance