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India - International Management Analysis I would like to start by saying that India despite it long history gained independence from Great Britain only in 1947. Ever since the country faces different disputes over territory with Pakistan, China and Bangladesh and enjoys massive overpopulation, environmental degradation, extensive poverty, in spite of impressive economic growth in the country (Harriss, 39). In order to properly understand the labor force in India we need to better understand how the economy is organized. I should note that India's economy encompasses traditional village farming, modern agriculture, handicrafts, a wide range of modern industries, and a multitude of support services that provide wonderful employment opportunities. still one has to remember that because of the overpopulation over 25 % of the Indian workers lack proper nutrition.
An interesting thing to know is that the government controls have been reduced on imports and foreign investment, and privatization of domestic output has proceeded slowly. Since about 1991, Indian economy has boasted impressive 5 % average growth till present thus reducing poverty in the country by 12 % (Terhal, 23). I should also add that India is a major exporter of software services and software workers; the information technology sector leads the strong growth pattern. I must note here that India has a large pool of skilled, semiskilled and unskilled labor, which creates a strong supply of office staff in most parts of the country. A considerable number of applicants for management and supervisory posts have qualifications from recognized professional institutions and Indian universities, which makes them in high demand by the local businesses (Anant, 107). In India all Employer / employee relations are regulated by the the Industrial Disputes Act.
The main objective of this act is to provide for a just and equitable settlement of disputes by negotiation, conciliation, mediation, voluntary arbitration, and compulsory adjudication. Yet on a more practical level most of the employer / employee relations in India are determined by direct collective bargaining (Harriss, 41). Still one has to remember that reliable data on employer / employee relations is available only for the "organized sector" of India's economy that comprises large corporations in the industrial and commercial world. One is almost never able to find information on the work of small businesses and agricultural farms.
Thus it is no wonder that most acts passed by the government for the welfare of workers relates to the workers in these open sectors of the economy. In India there exists a number of social security schemes, too. The acts attempt to regulate the factory policies, wages and other financial schemes, accounting operations as well as employees's tate insurance, employees' Provident funds, death relief, and family pension schemes for workers and their families. The only act that somehow applies to the disorganized sector of small businesses and farms is the Minimum Wages Act that regulates the amount of money workers across the land are to receive (Anant, 109). Speaking about the trade Unions in India I should note that they are regulated by the Unions Act of 1926 and currently have over 1 million people.
One should not forget that unions can be found throughout the organized sector of the Indian economy. They enter into binding contracts and settlements with the employers on behalf of the workers Wages in the organized sector are left to the process of collective bargaining, conciliation, arbitration, and adjudication. The membership in unions is voluntary (Terhal, 25). Speaking about the employee training programs that are a part of the employer / employee relationship I would like to note that the constant industrial establishments of Indian public and private sectors of economy together with the commercial organizations that appreciate and strive to improve their human resources contribute to the extensive training of the personnel (top, middle, low levels) through either internal training (within the company) or external training (university scholarship from work). The government does not regulate training and thus training is the sole decision of each individual company (Rehman, 54). Worker's councils was a quality circle initiative introduced in 1970 s at the plants that employ over 600 employees.
The Indian government advised the companies to do these quality circles to resemble successful US and Euro companies in management style (Anant, 110). Profit sharing is another area that is regulated by the employee / employer relationships. Thus all wages received by the Indian workers are supplemented by payment of a bonus. Now some companies use deferred wages rather than regulate bonuses to motivate their employees. All the bonuses / deferred wages are regulated by the Payment of Bonus Act 1965, which affects all companies that hire over 20 people. The Payment of Bonus Act is a set of instructions explaining the math of how to calculate the bonus (usually between the 8 % and 20 % of the total annual salary) and why bonuses should be given to workers (Terhal, 32).
Wages and salaries at the Indian enterprises are regulated by the minimal wage act and are usually determined on the basis of collective bargaining in each industry or in each enterprise. I should note that the minimal wage is way below the actual wage that all companies provide, thus it is advisable to enquire about the wages rather than to expect to receive something a little higher than the minimal sum. I should note here that salaries and wages in general are similar in both public and private sectors of the Indian economy, yet oftentimes senior management salaries are very high in the private sector compared to the public sector of economy (Date, 10). Hours worked is another sensitive matter that is regulated by the factories act and currently comprise 48 hours of work per week, while in offices the work week is usually only 35 - 40 hours. The overtime work hours are paid at higher rate 150 % to 200 % of the normal wage. The Indian employer / employee relations also touch the issue of paid holidays and vacations, while the government obliges the companies to pay for about 15 public holidays a year, yet that also depends on the individual state.
Speaking about the Equal opportunity at the work place, I would like to note that it is regulated by the the Equal Remuneration Act of 1976 that prohibits any sort of discrimination between men and women either in the matter of recruitment or payment of wages when the jobs are identical. Still there are some jobs that women cannot have by law. The foreign workers are not discriminated against either, and are not even required to have a work permit, only the stay permit that allows them to remain in India (Anant, 113). Speaking about the Health and safety at the work place one has to remember that the provisions of the Factories Act ensure that protection of the health and safety of workers in all industries on the territory of India is maintained. The government requires both employers and employees to observe and obey safety rules. Noncompliance with these requirements would usually involves the government into the dispute (Date, 12).
Bibliography: Terhal, Piet, Towards Employment Guarantee in India: Indian and International Experiences in Rural Public Works Programmes, McGraw Hill, 2002. Anant, Suchitra, Women at Work in India: A Bibliography, Penguin books, 2001. Date, Gray, Income Gains for the Poor from Public Works Employment: Evidence for Two Indian Villages (Lsms Working Paper, No 100), NY Random House, 2001. Rehman, M. M. , Education, work, and women: an enquiry into gender bias, Prentice hall, 2000. Harriss, J. , Urban Labour Market Structure and Job Access in India: a Study of Coimbatore (Research Series), Oxford University Press, 2002.
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Research essay sample on India International Management Analysis
