Impact of Union leader on emloyee retention in Pakistan tobbocco company limited

This case study is about the union leader in PTCL (akora khattak) that what is the role of union leader in
employee retention. Currently in PTCL the top management wants to layoff about 150 workers and union
of workers wants to reten only those emloyees who votes them in the election. So there is a conflict
between union leader and HR department.Union leader gives the name of those emloyees or worker who
were against them or who is in the opposition party. HR department wants to layoff the workers on
performance basis or behaviour basis or on education basis or on technical knowledge basis.
Union has the point of view that no matter either they have the good performance or not or they
have technical knowledge or not their workers will remain in the company and if HR department would
fire them the union will go on strike and the company would be closed. A lots of meeting held between
union leader and HR head alots of proposal is also given by HR head to solve this problem but union
leader is stack on their point of view.HR head also give him the proposal in which in every 20 workers 5
would be of union and 15 would be from opposition but union leader reject it also. The list of employees
who would be layoff from company that list is also gives by union that if these emplyees would layoff
there will be no problem between HR and union and all the name is of opposition party.So the layoff
process starts in ptcl in which the HR department takes start from workers other than union party.And the
target workers are those whose education is low and who has rude behaviour and also the workers who
tells to other workers that dont sign the form. every worker is compansate also by giving them 8 to 20
lakhs base on their time of job.
PTCL (akora khattak) the main brands are gold leaf ,embassy ,gold flake. The vision is Worlds
best at satisfying consumer moments in tobacco and beyond. Their mission is Champion informed
consumer choice and deliver our commitments to society. The strategic objective is Our strategy reects
our vision of being the champions of Growth, Productivity, Sustainability and Winning Organization. The
core beliefs of the company is Creating long term shareholder value Engaging constructively with our
stakeholders Creating inspiring working environments for our people Adding value to the communities in
which we operate Ensuring that suppliers and other business partners have the opportunity to benet from
their relationship with us.
The annual sales is decreasing every year thats why the company revenue is not up to the mark
and the company face loses thats why the decision came to layoff the employees in workers and also of
officers grade but here we discuss only the workers. The goal of the union leader is only to reten the
employees of their choice cause they vote them in the election and this union is of their choice so it is the
duty of the union also to protect them from any kind of firing and on the other hand the goal of HR
department is to reten only those worker who are cliber of doing their job well and also who have good
and ethical behaviour with their collogies and also with their boses. But HR department accept the
proposal of union cause of the fear of strikes and terminated only those workers on whom there is no
objection by union leader.