Guest column — An issue of jobs

In a rapidly changing world, employers and their representative organisations have to to grapple with problems which have assumed serious a...

In a rapidly changing world, employers and their representative organisations have to to grapple with problems which have assumed serious and urgent proportions. While there are many issues which need to be pondered over, I wish to flag a few points which might be of interest to the employers. There are many issues facing the employers the world over and South Asia is no exception. There are many region specific issues which bother us on account of our socio-economic and historical background.

The ILO, in the past 75 years has developed an international code of conduct for the workers and employers. While good and positive results have been achieved in many directions, but many prickly issues are far from being resolved. While all members of the International Labour Organisation enjoy an equal status, the international labour legislation is driven by considerations mostly existing in developed countries. With the emergence of economic trade blocks and intense competition in the world trade it has become imperative for each nation to defend its economic freedom.

The context of certain international labour legislation may have been appropriate at a given point of time, but keeping in mind the diverse nature of conditions and problems, it requires a complete review and overhaul. We have to identify common areas, particularly those relating to human rights and other basic conditions of service that should cover the employer-employee relationship. Such identified common ground should be adopted by one and all unhesitatingly.

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With the unequal distribution of resources, population, technology, finance and many other factors, it is not possible to enforce a uniform code of conduct all over the world. With the globalisation of business (and provided no other barriers are erected), there should be a levelling of general standards of living and other conditions around us. When that happens, the countries around the world may be moving in the direction of a uniform code of conduct for the employer-employee relationship.

Real wages of marginal work-force are falling. We are facing a situation in which high productivity is destroying the jobs. Healthier the enterprise, shakier is the position of the employees. In the world of business it is no longer the big fish which gulps the small fish, but it is the fast fish which wins. We are also facing a situation in which the winner wins everything and the loser loses all. Job security is on the decline. Job security in future will be linked to knowledge and technology. Hierarchical enterprises are being restructured as decentralised networks.

Organisations are looking at their employees in three categories i.e., core work-force, secondary work-force and tertiary and marginal work-force. Those in the last category have to face a constant threat. Learning has to be a life long process, not only for the individuals but also for the organisations. In this process the governments, individuals and employer organisations have a significant role to play.

It is a challenge to all human resources managers and the employers to provide more employment to men and women, give them equal opportunities, prepare them for future responsibilities and provide them all the conditions for giving the best to the organisations without sacrificing their other responsibilities.

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The author is the secretary general of Standing Conference of Public Enterprises.