Comments on: Building Employment Relationship at Workplace: Bajaj Auto https://vivekvsp.com/2013/03/building-employment-relationship-at-workplace-bajaj-auto/ The Events in Human Resources and Employee Relations space, and in My World through my eyes. Wed, 29 Jun 2016 13:52:53 +0000 hourly 1 By: anaghayeri@gmail.com https://vivekvsp.com/2013/03/building-employment-relationship-at-workplace-bajaj-auto/#comment-3673 Fri, 05 Apr 2013 08:49:42 +0000 https://vivekvsp.com/2013/03/building-employment-relationship-at-workplace-bajaj-auto/#comment-3673 Dear Sir,
I read the above article posted by you & it has really intrigued me.
I may not have the relevant experience or knowledge to comment on the above topic, however of whatever I have seen & understood from my working experience, I would like to express my opinion as following.
• It is really an innovative step taken by Bajaj Auto by putting the “performance based increase” clause in the settlement.
• In fact I feel that if handled properly, this can really bring upon a transformation at the workplace both for the management as well as the workers.
• This is exactly the kind of system that would work in a manufacturing setup with an assembly line production as now the workers will know that the work done by one will affect the next in line’s productivity & hence they would all work in harmony & would themselves identify & bring out any person who is causing problem in their team
• Positive motivation plays a very important role in boosting the morale of any employee & hence if their performance is measured, & they are rewarded for it would motivate them to become more productive & take the productivity of the organization to a completely new level.
• I agree that, at many places, a formal appraisal of performance for the workmen may not be believed by everyone. However this can always be welcomed as a positive cultural change in the organization.
• I believe that most of the issues at workplace arise because the workmen’s issues are not addressed by the management ON TIME. Instead of sitting on the problems, if the management acts on time, this would be a fantastic turnaround at the work place.
• The management needs to accept & believe in such a system & be patient enough for it to be ingrained in the system of the workplace as bringing about such a cultural change might take months even years.
• The management can go one step ahead & give autonomy to workers in terms of their daily production activities & make them responsible for the output. In this way, the workmen will not have any one to blame to for their non – performance.
• My opinion to your last question would be – the differentiation should be made in the variable component which can be linked to the target productivity.
I would welcome inputs about my opinion & would like to hear from more people on the same.

Warm Regards,
Anagha

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