ORGANISED AND UNORGANISED SECTOR One of the two main tasks entrusted to our commission is to propose umbrella legislation for workers in the unorganised sector. We have also been asked to see that the legislation‚ and the system that will be built around it‚ will assure at least a minimum protection and welfare to workers in the unorganised sector. We are deeply conscious of the urgency and importance of this task. In fact‚ both the main tasks entrusted to our commission are urgent and difficult
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Unorganised Sector The unorganised sector‚ covers most of the rural labour and a substantial part of urban labour. lt includes activities carried out by small and family enterprises‚ partly or wholly with family labour. In this sector wage-paid labour is largely non-unionised due to casual and seasonal nature of employment and scattered location of enterprises. This sector is marked by low incomes‚ unstable and irregular employment‚ and lack of protection either from legislation or trade unions
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Social Security for Unorganised Workers The National Commission for Enterprises in the Unorganised Sector was set up by the UPA Government under the Chairmanship of Arjun Sengupta in September 2004. The Commission prepared two draft bills: (1) Unorganised Sector Workers Social Security Bill‚ 2005‚ and (2) Unorganised Sector Workers (conditions of work and livelihood promotion) Bill‚ 2005. According to the draft bill‚ it will cover all workers in the unorganised sector with a monthly income of Rs
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XLRI‚ Jamshedpur Pranabesh Ray LABOUR IN THE UNORGANISED SECTOR: ISSUES AND CONCERNS Sarath Davala Problems of Definition The bulk of the Indian labour force is employed in what is loosely referred to as unorganised sector. Most of them are neither organised nor hive any access to social security. Their employment is unprotected‚ their wages are extremely low‚ and a large section of them live under conditions below the poverty line. The developmental efforts by the state have done little to improve
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SAJMR Spectrum: A Journal of Multidisciplinary Research Vol.1 Issue 9‚ December 2012‚ ISSN 2278‐0637 HUMAN RESOURCES MANAGEMENT PRACTICES IN SMALL AND MEDIUM INDUSTRIES – AN INDIAN EXPERIENCE DR. K. SUNDAR*; P. ASHOK KUMAR** *Associate Professor‚ Commerce Wing‚ DDE‚ Annamalai University‚ Annamalai Nagar‚ Tamil Nadu. **Ph.D Research Scholar‚ Department of Commerce‚ Annamalai University‚ Annamalai Nagar‚ Tamil Nadu. ABSTRACT A study on Human Resources Management was made
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MANAGEMENT‚ HYDERABAD. XX BATCH HRM ASSIGNMENT – III TRIMESTER TOPIC – FUNCTIONS AND PROCESSES OF HR IN IT SECTOR BY: BHARATH REDDY (121111) MADHURIMA MUKHOPADHYAY(121219) VARUN PRINCE (121248) M SRINIVAS REDDY (123416) TIMMIDI VAMSHI KRISHNA (123440) DIFFERENT FUNCTIONS AND PROCESSES OF HR IN IT SECTOR INTRODUCTION: IT (Information Technology) sector is one of the fastest growing sector. It has played a key role in putting India on the global map. IT industry in India has been one of
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Materail 1 Companies with most Innovative HR Practices Today’s human resource management cannot set itself aside as the mere functional department for common welfare‚ selection‚ rewards‚ recognition‚ compensation‚ remuneration‚ work culture and productivity of employees. Today’s human resource management cannot set itself aside as the mere functional department for common welfare‚ selection‚ rewards‚ recognition‚ compensation‚ remuneration‚ work culture and productivity of employees. As the
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Australian Stock Exchange Top 20 and are the largest 20 ASX listed companies by market capitalization. Provide a commentary on the HR practices within the organization with particular reference to one or two of the topics on the Unit topic list. Note also the strategic role of HRM in assisting the organization meet its challenges. So your heading will be for example: OH&S practices in Newcrest Mining Recruitment and Selection in Telstra Training and Development in Macquarie Bank…. You will need to
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INTRODUCTION INTRODUCTION TO THE TOPIC In every organization the HR has a crucial role in building the organizational culture and also moulding the ethical character of the workforce. Through the role of role of HR is evolving and assuming more strategic significance‚ it is still widely recognized as the policing arm of the executive management. The HR has responsibility for all the functions that deal with the need and activities of the employees. Hiring‚ training‚ leadership development‚
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HR Manager Questionnaire Introduction In line with a study on Human Resource Practices and Organizational Performance in the Textile and Fashion Industry‚ conducted by Ms Suruchi Mittar‚ a research was done using questionnaires as a media. The questionnaires try to relate the companies’ organizational performance to their attitude and implementation of HR Practices. The 17 interviewed companies were exclusively export houses in the fashion and textile industry with an annual turnover of 20
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