labor management under the increasing daily wage ... management_cham… · across-the-board vs...
TRANSCRIPT
Labor Management under the Increasing Daily Wage
& Experiences in Dealing with
Labor Union
Labor Management under the Increasing Daily Wage
250 B. 2 years
300 B. Now 15,000 B.
350 B. Tax Exempt.
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Obvious Impact
Chance to lose SOM. Risk for labor dispute. Impact on cost and the business bottom line.
Income Tax
Net Profit
Cost
Gross Profit
Overhead Expenses
Earning Before Tax
-7% Impact
4
Impact on Pay Scale Old New Education Min Min • Vocational High School 5,680 • Technical College 8,500 (9,000) (Monthly Paid) • Bachelor Degree - Accounting & Others 11-13,000 (15,000)
- Science 15,000 - IT 18,000 - Engineer 18,000
• Supervisor 20,000
Anticipated Problems
Pay gap issues (New hires VS Longer service). Across-the-board VS declining rate adj. Higher demands and expectations. Tougher union-mgt. contract negotiation. Manning reduction—Legal issues and court
cases. Motive for new union establishment
(131 Unions in Rayong & 68 in ESIE).
Question
Under this situation, what should we do?
Answer Continue to do a good job in total HRM—Skilled
and Motivated Workforce. Focus on “do more with less” through Cost
Offset Plan.
Evaluate other ideas on cost saving to see if they are appropriate, i.e. Monthly Paid to Daily Paid, etc.
INTEGRATED HR STRATEGY MAINTAINING
TOTAL COMMUNICATION
•LABOR/UNION RELATIONS
GENERATING
•SOURCING & SELECTION
•TNG. & DEVELOPMENT
REENFORCING
•PERFORMANCE Mgt.
•TOTAL COMPENSATION
CORE VALUES
Source: Modified from U. of Michigan, East Asia Business Program
HRM FOCUS
(Under the Increasing Daily Wage)
HR Function Focus
-Employment
-Training & Dev. -Performance Mgt.
-Compensation -Communication
-Labor Relations
-Manning Control -Training Surplus Employees
-Tighter Performance Standards -Compensation Cost Control & Incentive Schemes
-Communicating Threats
-Productivity & Cost Offset Plan with union involvement
Industrial Relations Strategy
• Do it right the first time
• Cultivate Culture
• Focus on HRM
• Cultivating Engagement
• Productivity
• Industrial Peace
• Productivity
• Engagement • Industrial
Peace • Prepare for
high competition
• Productivity
• Cost Control • Restructuring
• Flexibility • Morale on
track
Start up
Growth
Maturity Decline
Note: Developed from Business Life Cycle, Don Hofstrand Chamnan
Our Job
To maintain the same labor cost per unit without labor problem and legal implication.
Achieve a Win-Win solution through
employee and union involvement.
11
Shopping List
Increase Employee Efficiency or Reduce Man-minute - Tighter performance standards Eliminate Existing Excess Manning Rightsizing / Restructuring - Job combination - Crew size reduction - Supervisory Ratio / Layers, etc.
Shopping List (con’t)
Tighter control on other HR expenses such as overtime, etc.
Review each fringe benefit item such as health plan, etc. to see the possibility for savings.
“Cost of Total Benefit Package in Auto Industry is 80-100% of Basic Salary”
Cost of Cash, Benefits & Welfares
- Bonus (4 months) 32% - Welfare required by law 17% - Housing Allowance 10% - Medical & Health Insurance 4% - Provident Fund 5% - Shift Allowance 3% - Transportation 8-10% - Meal Allowance 4% Total : 80-100 % or 300+300 = 600 Baht!! 14
Manning Reduction
Goal: 5% reduction Strategy – Reduce w/o actual layoff - Hiring Freeze - Attrition - Training and Retaining Filling vacancies from within Voluntary Separation Program (VSP)
Why VSP First? (Legal Restriction)
Termination of employment while still making money is considered as unfair.
Potential financial problem is a matter of future and cannot be used as justification.
(Ref. Supreme Court Ruling No. 7042/2546)
Key Factors for Layoff
Must fully justified (Negative P&L). Prior attempts to avoid layoff such as
cost reduction, attrition, VSP, etc. Objective selection criterion. Transparent retention list.
(Ref. Supreme Court Ruling No. 6068-6069/2545)
Measures Prior to Layoff 1 Hiring Freeze
2 O/T Restriction 3 Training and Retraining
4 Attrition
5 Reduction of Working Days 6 Salary Freeze
7 Pay & Benefit Reduction 8 Voluntary Separation
9 Lay-off Chamnan B.
No-No Reduction
Training and education budget. Employee development budget. Employee activities or something dealing
with spirit and team work. Safety and Health—Never Compromise. Recognition for job well-done.
“Spend Money to Make Money”
Other Cost Saving Ideas (Subject to legal review and other considerations) Review type of employment contract
(Monthly to Daily -Why 30 day pay?). Review cash items that may be
included into 300 baht such as food allowance, etc.
New terms for new hires.
TO ATTRACT & RETAIN
Outsourced Labor: Potential Cost Increase
(B)
Outsourced Out
sourced
(A) (Present)
Mix Levels Sec.11/1 Applied
Diff. Levels 11/1 Not Applied
Direct Hire 11/1 Not Applied
Fixed Term
OR
Conclusion
Labor management during the increasing daily wage requires patience , under- standing, and constructive attitude.
Keep employees informed. Involve union in the change process and
work with them. Be prepared for the tougher contract
negotiation in Q4.
Collective Bargaining Calendar
4
1
4
1 1 1 1
6
1112
0
2
4
6
8
10
12
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Source: ESIE IR Club
Union Demands VS Mgt. Positions (2011 & 2012)
Union Management
- Same or higher bonus - Higher salary
increase - Across-the-board
adj.(Min Wage) - Adj. of benefit - Short term CBA
-Less bonus -Less or same salary increase -Adjustment at Mgt. discretion -Benefit freeze -Long term CBA
“DO YOUR HOME WORK”
Negotiation Process
Demands
Negotiation
Settlement
Preparation for next negotiation
CBA Administration
Total Game Plan
Chamnan B.
• Positive IR Climate • Pre-Negotiation • Strategy & Tactics • Anticipated Demands • Counter Demands • Mgt. Positions & Budget • Strike Plan • Draft of CBA, etc.
How To Maintain A Nonunion Status
Be proactive and positive. Do not wait until employee demands. Make adjustment when deemed
necessary. Provide same compensation as
unionized enterprises (Your cost is still lower because no wasting time and productivity loss due to labor disputes).
28
Labor Unions in ESIE
27%
73%
(68 Unionized*)
(181 Non-Unionized)
* As of Sep 2011
ESIE – 211
H-ESIE - 38
249
Key Critical Success Factors
Clear direction & objectives. Understanding union’s roles and their
behaviors--why do they act as they do? Positive approach to union relations. Understanding and recognizing Thai
culture.
D1-DECLINE (Ignore them and fight with them) D2-DEFER (Control their population growth
(< 20%, <50% and < two-third)) D3-DECLARE (Try to work with them) D4-DEVELOP (Develop a matured and
responsible union)
Chamnan B.
Four (4) Strategic Choices Once Union is on Board
Neutrality
To provide “Business Service” to its members.
- Better compensation & conditions of
employment.
- Prevent members from unfair treatment.
- Greater job security.
Serve as “Auditor” or “Policeman”
To defend, protect & seek for better deals.
Union’s Roles (ปกปอง คุมครอง แสวงหา)
Question & audit everything you do.
Submit a long list of unseasonable demands.
Always make noise & fight with you.
Disagree when they should have already agreed.
Take “Nothing to lose but a chance to win” attitude.
“Yes” today but “No” next morning (Everyday is a new ball game).
“Union is a Political Organization”
Why Do Union Act As They Do?
Type I Easy-to-get-along type (Reasonable or More Cooperative).
Type II Hard-to-get-along type (Authority
Hater, Rebellious, Hard-Core, etc.)
“Must learn to work with them & apply good HR/IR Practices”
Types Of Union
Behave as Family
Fairness & Justice Shared Mindset
Competitive Wages
Job Security Mutual Trust
Union Involvement
Safety & Health
Chamnan B. 1991
Good HR/IR Policies & Practices
Positive Approaches to Union Relations
Accept them as the “Spokesman” & recognize them as “MP”.
Educate and develop them (You know-They know) Involve them & Avoid “Big Surprise” Provide career opportunity (Leadership, etc.) Assist their organization, i.e. union office, etc. Some personal associations but should not “hobnob” Play “Archarn” or “Teacher” Role, not a tough lawyer
& Consultant Role during the negotiation, not a “Hard-Nosed” employer.
Get tough (Is firm) when you need to be tough. Chamnan B.
Failure to Recognize Local Way (“I will negotiate my way” Story)
His Way Local Way
- “Facts & Figures”. - “Feelings”. - Formal negotiation. - Informal negotiation.
- Not communicating with employees enough.
- Mgt. to communicate or allow union to explain.
- Use time pressure strategy. - Must make noise first. - Good faith & No strike. - Use OT ban & Slowdown.
Prolonged Dispute & Higher Settlement Cost.
Better CBA Deal & Loss Some OT Earnings.
Key Indicators for Effective Dealings with Your Union
Mutual respect & longer term CBA. No production disruption. Minimum number of court cases. High employee engagement level. Labor cost is in line. Good image & Just-in-Time Delivery.