Industrial Relations Code Bill, 2020
In this, the government has proposed to introduce more conditions restricting the rights of workers to strike, alongside an increase in the threshold relating to layoffs and retrenchment.
The Code has raised the threshold for the requirement of a standing order rules of conduct for workmen employed in industrial establishments to over 300 workers.
This implies industrial establishments with up to 300 workers will not be required to furnish a standing order, a move which experts say would enable companies to introduce arbitrary service conditions for workers.
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These steps are likely to provide more flexibility to employers for hiring and firing workers without government permission.
In this, the government has proposed to introduce more conditions restricting the rights of workers to strike, alongside an increase in the threshold relating to layoffs and retrenchment.
The Code has raised the threshold for the requirement of a standing order rules of conduct for workmen employed in industrial establishments to over 300 workers.
This implies industrial establishments with up to 300 workers will not be required to furnish a standing order, a move which experts say would enable companies to introduce arbitrary service conditions for workers.
Joinπ @commerceoptional
These steps are likely to provide more flexibility to employers for hiring and firing workers without government permission.
(2) Social Security Code
It proposes a National Social Security Board which shall recommend to the central government for formulating suitable schemes for different sections of unorganised workers, gig workers and platform workers.
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Also, aggregators employing gig workers will have to contribute 1-2 per cent of their annual turnover for social security, with the total contribution not exceeding 5 per.
It proposes a National Social Security Board which shall recommend to the central government for formulating suitable schemes for different sections of unorganised workers, gig workers and platform workers.
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Also, aggregators employing gig workers will have to contribute 1-2 per cent of their annual turnover for social security, with the total contribution not exceeding 5 per.
Batch_No_16_final_and_last_Batch_of_Commerce_optionaL_Guidance_Cum.pdf
1.6 MB
πBatch No 16 final Batch of Commerce optionaL Guidance Cum Test Series
Topics to be Covered
22/09/2020 HRM
Human Resources Management (HRM)
ο Meaning, Nature and Scope of HRM
ο Human Resource Planning
ο Job Analysis
ο Job Description
ο Job Specification
ο Recruitment Process
ο Selection Process
ο Orientational and Placement
ο Training and Development Process
ο Performance Appraisal and 360Β° Feed Back
ο Salary and Wage Administration
ο Job Evaluation
ο Employee Welfare
ο Promotions, Transfers and Separations
22/09/2020 HRM
Human Resources Management (HRM)
ο Meaning, Nature and Scope of HRM
ο Human Resource Planning
ο Job Analysis
ο Job Description
ο Job Specification
ο Recruitment Process
ο Selection Process
ο Orientational and Placement
ο Training and Development Process
ο Performance Appraisal and 360Β° Feed Back
ο Salary and Wage Administration
ο Job Evaluation
ο Employee Welfare
ο Promotions, Transfers and Separations
πwe will start guidance program from commerce optional from tomorrow 2 pm. β
HUMAN RESOURCE PLANNING.pdf
2.2 MB
Human Resource Planning
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Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.
πHuman Resource Planning
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πHuman Resource Planning
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πrelevant for Industrial relations topic of Paper 2 of UPSC Commerce Optional
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Forwarded from Civil Service Gurukul (πCA Dhananjay Ojhaπ)
Best of Luck and Best wishes to all the candidates appearing for Prelims 2020.
Hope for the best.
Civil Service Gurukul Team.
www.civilservicegurukul.com
Hope for the best.
Civil Service Gurukul Team.
www.civilservicegurukul.com
Current affairs for UPSC Commerce Optional Paper 3 -Industrial relation.
πChanges in the labour laws needs to discussed and debated
Increase in the jobs without employment security
Between 2004-05 and 2017-18, the share of salaried workers outside agriculture without any written contract increased from 60 per cent to 71 per cent.
Even in private and public limited companies, this share increased from 59 per cent to 71 per cent.
In the government and the public sector the share of such workers increasing from 27 per cent to 45 per cent over the period.
Many of the wage jobs in the organised sector came through contractors.
In organised manufacturing, the reported share of contract labour increased from 13 per cent in 1995-06 to 36 per cent in 2017-18.
Policy response
A policy to deal with the problem of employment security was much needed.
The response came in the form the three revised labour Code Bills on Industrial Relations, Occupational Safety, Health and Working Conditions, and Social Security.
These were introduced in Parliament in the Monsoon Session, and approved on September 23.
These three labour codes, along with the Code on Wages approved earlier, touch the lives of every Indian worker.
"Fixed term" worker
In 2018, the government amended the Standing Orders on Employment Act and introduced the category of "fixed term" worker.
That category creates a permanent cadre of temporary workers, with no prospects of career growth and job security.
Changes and issues with the Bills
1) Government had rationalised fixed-term employment by arguing that industries had resorted to the third-party engagement of contract labour to get around the rigidities in firing workers.
But that has not stopped the Codes from further liberalising the provisions relating to employment of contract labour and making their regulation applicable only in establishments employing 50 or more workers, instead of 20 or more.
2) The key provisions which regulate the employment of inter-state migrant workers have been further diluted and made applicable only to establishments employing 10 or more such workers, compared to five earlier.
3) Along with the provisions of retrenchment, the applicability of the Standing Orders, which regulate the categorisation as well as the terms of employment of workers in establishments, has also been raised from 100 to 300 workers.
4) The threshold for factories has now been doubled from 10 to 20 workers with power thereby eliminating a large number of important regulatory provisions for the smaller factories.
5) Relevant governments have been given much more leeway in exempting establishments from the applicability of a whole range of provisions in the Code.
6) Inspection provisions have been diluted in all the Codes and will no longer even be complaints based.
7) The changes have also made legal industrial action a virtual impossibility, and the presence of unions less possible.
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Conclusion
Informality contributes to inequality and to conditions which make sustainable growth impossible, and economic recovery more difficult. It also creates conditions in which employers under-invest in workers' capacities and workers are not invested in a company's future leading to low productivity and lack of competitiveness.
πChanges in the labour laws needs to discussed and debated
Increase in the jobs without employment security
Between 2004-05 and 2017-18, the share of salaried workers outside agriculture without any written contract increased from 60 per cent to 71 per cent.
Even in private and public limited companies, this share increased from 59 per cent to 71 per cent.
In the government and the public sector the share of such workers increasing from 27 per cent to 45 per cent over the period.
Many of the wage jobs in the organised sector came through contractors.
In organised manufacturing, the reported share of contract labour increased from 13 per cent in 1995-06 to 36 per cent in 2017-18.
Policy response
A policy to deal with the problem of employment security was much needed.
The response came in the form the three revised labour Code Bills on Industrial Relations, Occupational Safety, Health and Working Conditions, and Social Security.
These were introduced in Parliament in the Monsoon Session, and approved on September 23.
These three labour codes, along with the Code on Wages approved earlier, touch the lives of every Indian worker.
"Fixed term" worker
In 2018, the government amended the Standing Orders on Employment Act and introduced the category of "fixed term" worker.
That category creates a permanent cadre of temporary workers, with no prospects of career growth and job security.
Changes and issues with the Bills
1) Government had rationalised fixed-term employment by arguing that industries had resorted to the third-party engagement of contract labour to get around the rigidities in firing workers.
But that has not stopped the Codes from further liberalising the provisions relating to employment of contract labour and making their regulation applicable only in establishments employing 50 or more workers, instead of 20 or more.
2) The key provisions which regulate the employment of inter-state migrant workers have been further diluted and made applicable only to establishments employing 10 or more such workers, compared to five earlier.
3) Along with the provisions of retrenchment, the applicability of the Standing Orders, which regulate the categorisation as well as the terms of employment of workers in establishments, has also been raised from 100 to 300 workers.
4) The threshold for factories has now been doubled from 10 to 20 workers with power thereby eliminating a large number of important regulatory provisions for the smaller factories.
5) Relevant governments have been given much more leeway in exempting establishments from the applicability of a whole range of provisions in the Code.
6) Inspection provisions have been diluted in all the Codes and will no longer even be complaints based.
7) The changes have also made legal industrial action a virtual impossibility, and the presence of unions less possible.
Joinπ @commerceoptional
Conclusion
Informality contributes to inequality and to conditions which make sustainable growth impossible, and economic recovery more difficult. It also creates conditions in which employers under-invest in workers' capacities and workers are not invested in a company's future leading to low productivity and lack of competitiveness.
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