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  • Maruti Manesar Lockout: The Flip Side of People Management: Case Study by Group 9

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    manik singh
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    The document summarizes a case study about labor unrest at Maruti Suzuki's Manesar plant in India that resulted in violence in July 2012. It describes the background of Maruti's operations and deteriorating employee relations. Issues included a lack of communication between HR and laborers and coordination between the labor union and management. When violence erupted, it had major impacts on the company through shutdowns and reputational damage, and on the local economy through job losses. The case aims to educate readers about industrial relations and the roles of companies, unions, and governments in maintaining stability. It recommends steps like improved HR auditing, formalizing negotiations, establishing clear pay scales, and ensuring HR policy compliance.

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    Maruti Manesar lockout HRM

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    The document summarizes a case study about labor unrest at Maruti Suzuki's Manesar plant in India that resulted in violence in July 2012. It describes the background of Maruti's operations and deteriorating employee relations. Issues included a lack of communication between HR and laborers and coordination between the labor union and management. When violence erupted, it had major impacts on the company through shutdowns and reputational damage, and on the local economy through job losses. The case aims to educate readers about industrial relations and the roles of companies, unions, and governments in maintaining stability. It recommends steps like improved HR auditing, formalizing negotiations, establishing clear pay scales, and ensuring HR policy compliance.

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    448 views7 pages

    Maruti Manesar Lockout: The Flip Side of People Management: Case Study by Group 9

    Uploaded by

    manik singh
    The document summarizes a case study about labor unrest at Maruti Suzuki's Manesar plant in India that resulted in violence in July 2012. It describes the background of Maruti's operations and deteriorating employee relations. Issues included a lack of communication between HR and laborers and coordination between the labor union and management. When violence erupted, it had major impacts on the company through shutdowns and reputational damage, and on the local economy through job losses. The case aims to educate readers about industrial relations and the roles of companies, unions, and governments in maintaining stability. It recommends steps like improved HR auditing, formalizing negotiations, establishing clear pay scales, and ensuring HR policy compliance.

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    © All Rights Reserved
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    of 7

    MARUTI MANESAR LOCKOUT:

    THE FLIP SIDE OF PEOPLE


    MANAGEMENT

    CASE STUDY BY GROUP 9 Batch No. : ePGPx03


    Abhishek Raj: ePGPx03.053
    Chinmoy Sarkar: ePGPx03.007
    Diwakar Bishnoi: ePGPx03.051
    Gurpreet Bhimber: ePGPx03.037
    Rohan Goel: ePGPx03.052
    Stuti Birje: ePGPx03.026
    Subhajeet Dey: ePGPx03.038
    OVERVIEW

    • The case describes industrial relations at Maruti company in manesar.


    • First violence erupted in Maesar on July 18th 2012 and later on 21st July 2012 in same site
    • It describes the company's background, employer-employee relations, a series of strikes
    by the company, events leading up to the violence, events on the day of the violence and
    finally actions taken after the violence by the company, the government and the union.
    • Case unfolds the long bearing issues and it deep impact on the total industry.
    • It seeks to educate the interlocutors of the details of the industrial relations process and
    the role of each character in maintaining the peace of the industry
    PROTAGONIST

    Management

    Unions

    Local & Center Government

    Worker

    Public Prosecutor
    IMPACT

    Company Economy
    • Loss of operation and revenue. • Huge unemployment
    • Fear of life of self and families. • GDP got a big hit due to strike.
    • Lack of manpower. • Loss of State and country
    • Loss of Goodwill reputation in handling and
    providing safe business
    enviornement.
    ISSUES

    • Lack of communication between HR people and labor.


    • Lack of coordination between labor union and HR department.
    RECOMMENDATIONS

    • Proper audit of HR department and recruiting process.


    • Setting up formal participative negotiation process.
    • Setting up minimum wage salary and benchmarked salaries.
    • Putting up HR policies and checking that they are followed.
    THANK YOU

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