3. Scheme of Counselling, Retraining and Redeployment (CRR) of rationalized employees of Central Public Sector Undertakings (CPSUs)
The objective and scope of the scheme is to provide opportunities of counselling, retraining and redeployment to the rationalized employees of Central Public Sector Enterprises (CPSEs) rendered redundant as a result of modernization, technology upgradation and manpower restructuring in the Central PSEs. It consists of three main elements:-
i. Counselling:- is the basic pre-requisite of the rehabilitation programme of the displaced employees. The displaced employees need psychological counselling to absorb the trauma suffered by them due loss of job and the resulting challenges both for himself and for the members of his family. He needs to be made aware of the new market opportunities so that he may, depending upon his aptitude and expertise, take up suitable economic activities.
ii. Retraining:- is to help the rationalized employees in rehabilitation. The trainees will be helped to acquire necessary skills/expertise/ orientation to start new activities and re-enter the productive process after loss of their jobs.
iii. Redeployment:- of such rationalized employees in the production process through the counselling and retraining efforts. At the end of the programme they should be able to engage themselves in alternate vocations of self-employment. Whereas there cannot be any guarantee that the rationalized employee will be assured of alternate employment, yet possible help from the identified nodal training agencies as well as from the concerned Central Public Sector Undertakings (CPSUs) would be extended to them for starting new avocations.
The scheme was introduced by the Department of Public Enterprises (DPEs) and has been assigned the responsibility of implementing the scheme through its CRR Cell. For carrying out various activities for implementation of the CRR Scheme, many nodal training agencies have been set up which have several Employees Assistance Centres located all over the country to meet the training needs under the Scheme.
Implications
The introduction of reforms in India and the consequent liberalization of the economy has exposed the entrepreneurs to an ever increasing competition. Since then, several policy measures have been undertaken by the Government in order to enhance the global competitiveness of the Indian companies. One of the important sets of policy measures relates to reforms in the labour sector. But the most contentious issue in this sector which still remains unaddressed is that of the EXIT policy. This is because the companies have been arguing for a flexible EXIT policy while the labour unions have been against such a step because of their fear of loss of job security. But a liberal policy towards the entry and expansion of firms would be beneficial only if it is accompanied with a rational policy towards the exit of unviable firms. It is a necessary condition for inducing competition and enhancing the efficiency of resource use. In India, the Industrial Disputes Act,1947 puts restrictions on employers in the matter of reducing excess staff by retrenchment, by closure of establishments and the retrenchment process involved lot of legalities and complex procedures. Also, any plans of retrenchment and reduction of staff and workforce are subjected to strong opposition by trade unions.
There is no specific policy or law dealing with exit, and the actions are governed under the existing laws and regulations as and where they are applicable. However, the exit policy is gradually coming under formation and informed opinion is that a time may come when there will be adequate political will to enact and implement it. Exit policy, and the resultant rules and procedures have relevance to strategy implementation in cases of retrenchment grand strategies and the formulation and implementation of functional strategies related to human resource management.