POST-COLONIAL HRM PRACTICES: RECLAIMING TRADITIONAL ‘PANCHAYAT’ MEDIATION IN INDUSTRIAL DISPUTES

Abstract

The paper examines the recent renaissance of traditional social order, mediation institution in resolving industrial disputes namely ‘Panchayat system,’ and its incorporation into the neo-liberal capitalist system of HRM under post-colonial conditions. That is why industrial relations, in several post-colonial nations, are not as simple and seem to be still dominated by confrontational which our colonial legislation enacted. The research study explores the applicability of Panchayat Mediation – being an indigenous conflict resolution process based on community consensus and restorative justice– as a part of more effective and culturally relevant dispute resolution in workplaces. Adopting a qualitative research design, the paper is based on case studies of Indian industrial disputes in which Panchayat-based mediation had been used, and on interviews with HR staff, union representatives and Panchayat leaders. The conclusion shows that incorporating Panchayat mediation builds trust, minimizes cost of litigation and promotes harmonious labour relations. Results suggest that post-colonial HRM systems can gain by re-appropriating traditional conflict resolution formats based on inclusiveness, limbs and community justice. The paper concludes that the inclusion of the Panchayat mediation within HRM system will not only help in bridging historical dissonances in resolving disputes but exercise a pragmatic culturally congruent approach to enhancing industrial harmony. The findings are discussed through consideration for HR practitioners and policy makers in post-colonial contexts to work towards a hybrid dispute management approach.

Keywords: Post-colonial HRM, Panchayat mediation, industrial disputes, traditional conflict resolution, labor relations, indigenous practices, dispute management