| Labour Constraints in the Plantation Industry
In the case of modern Malaysian plantation scenario, there is already
ample legislation in place to create conducive labour relations
environment as well as to enhance industrial and economic growth. Its
main functions are: protection of the economic and social interest of
workers, assist in enhancing national productivity and in promoting
and preserving industrial harmony in the country. It also encourages
employers in the private sector to employ disabled persons, promoting
activities to facilitate and improve the planting environment so as to
enhance the participation of unutilized workforce into the labour
market.
Certainly, the quality development of human capital will ensure
continued progress for the nation. Hence, employers are duty-bound to
invest in training. However, with a population of about 25 million and
a vast area under cultivation of tropical crops such as oil palm, rubber,
cocoa and paddy covering about 6 million hectares and a thriving
manufacturing, construction and services sectors, intense competition
to recruit suitable and available local workers is the norm. Today, it is
evident that through the process of Malaysianization, the ownership of
plantation equity is predominantly under Malaysian hands. Thus,
conflicting priorities set by decision-makers, both in public and private
sectors at times create a challenging situation as well, which may be
one of the reasons discouraging the local population from being attracted
to plantation life. Overall, there is a shortage of manpower in the
plantation sector.
In order to sustain economic growth of the country, the government
has been pragmatic in their approach to fulfill the manpower needs.
Thus, employment of guest workers (generally known as foreign
workers) from approved source countries were allowed in order to
alleviate the shortage of manpower in certain sectors, including the
plantation and construction industry. However, with the influx of
migrant workers with various background and disposition, many
challenges are encountered. There has been some tension between the
local community and guest workers. Cases of abuse and mistreatment
attracted the media into reporting them as sensational news and may
have influenced policy-makers. Policies change frequently, employer’s
dependency on guest workers increases with the area under cultivation.
Local workers shun the plantation sector in favour of better working
environment in and around urban setting. Over reliance on one
particular group of guest workers has proved to bring negative impact.
Additionally, of late (05/05/05), the Prime Minister (PM) had just
outlined that addiction to cheap foreign labour as being one of the three
Malaysian few bad habits, If we are not serious about combating this
problem, maybe it is time for us to venture into other businesses which is non-labour intensive. The PM also called for employers to invest
into the necessary areas in order to become more labour-efficient and
adopt high technology.
Despite efforts from both the government and private sectors on
automation of the work processes, the nature of work in the oil palm
and rubber estates has inherent limitations such as biological and
geographical factors. Much R & D work must focus in the area of
mechanization especially the harvesting of fresh fruit bunches.
Motivation and incentives to promote innovation and automation can
be intensified. The employment of special people or inmates from Pusat
Serenti, for example, has been tried out by some responsible employers
with some degree of success. This effort can be expanded further. The
development of the National Occupational Skills Standards (NOSS)
for the plantation sector by National Vocational Training Council
(MLVK) under the Minister of Human Resources must be implemented.
The plantation sector must grow in tandem with the rest of other business
activities towards k-economy.
The productivity-linked wage system (PLWS) concept may be in
practice but to go forward, can Malayan Agricultural Producers
Association (MAPA) and National Union of Plantation Workers
(NUPW) come up with alternative wage system rather than one solely
based on collective agreement? If both conventional and creative
approaches in the manner of employment in the plantation sector have
proven unsustainable, perhaps we should learn from our forefathers.
Migrant workers were offered Malaysian citizenship then, land
ownership by private individuals or through land cooperatives were
encouraged. Today, we may not have the luxury of ample land for new
planting by individuals but, ownership through shares may be another
option.
In the interim, the key is to enforce a clear, consistent and manageable
policy on recruitment of guest workers. Adopting a constructive
engagement approach such as by direct consultation of all parties
involved in recruitment of guest workers rather than a unilateral action
by the authorities working in isolation, perhaps can work better. As a
last resort, legislation can be formulated to safeguard the interest of all
stakeholders by disallowing other urbanized economic sectors such as
the services industry from employing guest workers. Remember that
we also have about 3.5% unemployment, untapped to consider.
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