Pit Crew Labour Market Reports are coming to Canada!!

Pit Crew has been serving the Australian market for over 9 years and is bringing its well recognized Labour Market Reports to Canada. If you’re involved in major projects – you need Pit Crew Labour Market Reports.

Pit Crew Labour Market Reports

• Pit Crew Construction Labour Demand and Availability Reports
• Pit Crew Engineering Resources (Construction) Demand and Availability Reports
• Pit Crew Operations Resources Growth Demand Reports
Standard Reports which cover: Engineering Resources, Construction Labour and Operations Resources Growth and are available at the Provincial and & National level. These reports are updated every six months and are available by subscription.

Pit Crew Custom Reports
 
• One-off, targeted, brief and cost effective
 • Formed from the premium Pit Crew Labour Market Reports
 • Include up-to-the-minute data and analysis customised for the client
Recent Examples in Australia:
• LNG Sector Construction Labour – Australia
• LNG Sector Combined Engineering, Construction and Operations - Australia

• Iron Ore Sector Overview – WA
• Fabrication Capability and South West Metropolitan Region Labour Summary
 • LNG Sector Operations – Demand, national labour availability in allied industries, international availability in LNG sector
 • Regional Labour Market Study – Pilbara • Construction Labour Comparison – EPC program vs. state labour demand
• Owners team demand and modelling
 • Electrical Trades – National and state overview
• Identification of location and numbers of specific occupations with mining experience

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Collective Bargaining - Strategies and Pitfalls for Companies

Collective bargaining is a vital tool that companies use to end conflicts and to resume the operations in the organization. Occurring in either periodic or continuous manner, it aims at making the things better in the company for both employees and the employer. Since, it is an imperative activity on which the relationship of employees and employer depends to a great extent, one must be aware of winning strategies and potential pitfalls in order to avoid issues in the organization. Following are some important collective bargaining tips in the best possible position during collective bargaining.

Collective Bargaining Strategies
 
• Be Prepared - For an upcoming collective bargaining session, the most important strategy that you can use is preparation. All the members of bargaining team must possess thorough understanding of the current collective bargaining agreement along with the changes that have been made in it in the recent past.

• Know the Collective Bargaining Unit - It will always be helpful for you to possess information about what points are vital for the bargaining unit. This will help you to prepare target proposals that suit your companies work environment and yet which would sound lucrative to the bargaining team.

• Keep factual Data Supporting Your Position - One of the imperative collective bargaining strategies is to possess factual data like copies of financial documents, past bargaining agreements, and any other information that can support your position.

Collective Bargaining Pitfalls

 
• Less or No Preparation -Nothing else can frustrate the negotiating parties or delay the negotiation than not being prepared. Actually, a company should always be in constant preparation for collective bargaining and negotiations.

• Not Sharing Vital Information with the Union -It is the responsibility of an employer to share all the important information with the unions in order to bargain in good faith.

• Not Sharing Accurate Information with the Union - It is very crucial that the data and information provided to the union is accurate and complete for maintaining healthy labour relations in the company. If the union learns the fact that the information that is shared with it is inaccurate or incomplete, it will taint the bargaining relationship immediately.

• Avoid Unnecessary Delays - Finally, it is very important that you never allow your union to stall. Being the company's representative, you must avoid any unnecessary delays and must keep the bargaining moving. Any delays can be prevented by being prepared with factual data and providing the right information to the union in timely manner.

Source:- http://collectivebargainingcanada.wordpress.com/2013/10/15/collective-bargaining-strategies-and-pitfalls-for-companies/

 

Cordial Labour Relations The Need of The Hour Today in Companies

Job however big or small it may be is very important for everyone in this world. It gets you your daily bread and butter and a means to fulfill all your wishes. You also put in your more than 100% to get productivity for your company which in turn gets you your increment for the excellent work that you do. However, the way the job is most essential for the employee, in the same way an employee is also the most valuable resource of the company, whom the company management would not like to lose. To foster this symbiotic relationship companies put lot of effort in keeping labour relations in the workplace cordial and very peaceful. The main aspect here to be kept on top priority by the management is the remuneration of the employee and this holds the ground for diplomatic labour relations. To keep the management and employee relationship at its best, companies hire labour relations consultant who handles everything in the company related to labour relations. The aim here is to keep both the parties’ i.e the management and the employee happy. The labour management relations team is like a bridge between the management and the employee and is responsible for putting across each others points. The labour relations consultant in a broader spectrum suggests the management on implementing a few of the advantageous policies that would benefit the management and at the same time keep the employee happy as well. Not only this many times they act as chief negotiator as well during the collective bargaining meetings as well and formulate a mutually agreeable contract. The main motive behind this entire exercise is to resolve any kind of existing conflict and also at the same time finding solution to any unforeseen conflict arising in future. Generally, it’s advisable that your company’s HR professional has a little knowledge of the labour laws. Reason being, in times of need and crisis the HR deptt can provide support to the labour relations consultant as they are involved in the hiring process of the employee right from the very start. They are the ones responsible for initiating trainings for the employees and maintain the work progress rating of the employee. Thus, keeping a record of how each employee is performing in the company and contributing to the company. Further, they are the ones who are well in view of the hiring contract and the corresponding compensation and contract agreement of the employee right from the very beginning when the employee joined the company. The aim by doing all this is that nobody is at the losing end. The way a company wants profits for the company, in the same way every company wants a happy and satisfied employee. To make sure this happens companies take long strides in implementing great Labour relations to come up very cordial labour relations.

Employee Centric Industrial Relations Strategies - The Key to Profits in an Organization

Profits in a company are something which every company management aims to achieve. This success however not just depends upon the output but on a couple of factors which are all in a way responsible for achieving the bigger goal of getting profits for the company. The biggest resource that a company can be proud of is the human resource of the company and the company has to make efforts to keep this resource with them for a long period of time. The Company’s management in consultation with their Human resource department has to formulate policies that will be suitable for the employees. Hence Industrial relations strategies need to be formulated with the aim to maintain harmony in the company. The strategies need to be such which should keep the comfort level and happiness of the employee in mind and at the same time should be maintaining professionalism in the company. Further, the Industrial relations strategies should be such that they act as catalysts in avoiding strikes, drop in productivity and above all avoid attrition which should be their top priority. Also, at times there is a requirement of taking strict actions regarding maintaining discipline in the company, the company policies should be tweaked at such times for the benefit of the company.

In a company mutual trust between the management and the employees is the key to its success. It is vital to understand that every relationship is symbiotic and similarly this employee management relationship proves very critical in industrial relations strategies. If the employee is happy he will definitely give his more than 100% towards the organization. To further enforce the management employee relation, companies should undertake trainings for their employees so that it builds up their confidence and they feel more a part of the company. Also it’s a morale booster for the employees as they feel freshness in their mundane routine. Further, the heads of departments need to be given some behavioral training, language refine ness classes , basically training on how to politely deal with employees so that they are not rude and a cohesive atmosphere is maintained in the company.

Well, off late a step to further enhance good relations between the employee and employer the concept of collective bargaining has come in. The employee organizations and employer sit across the table and formulate combined terms and conditions of working and work on the facilities that will be given to the employee. It basically makes things crystal clear between both the parties and gives a chance to the employee to put across their points during the drafting of the rules.

Employee participation is one of the most effective and peaceful ways towards implementing industrial relations strategies.  To accentuate employee participation, collective bargaining is the best means where they can settle their issues with the management where the management also gives a sound hearing to their points. This gives the management also an overview to the employee issues and they always stand guard on these points in future as well. This is the most democratic way where both the employee and employer have a say and have best coexistence.