Professional Documents
Culture Documents
Industrial Relations
Industrial Relations
Industrial Relations
relationship between management and employees or among employees and their organization that characterize and grow out of employment. According to ILO, industrial relation deal with either the relationships between the state and the employers and the worker organization or the relation between the occupational organization themselves.
Prof. Keren Millet
management Enhance the economic status of the workers Eliminates strikes and lockouts. Government control. Participation of workers. Avoid industrial conflict Maintain industrial democracy Raise productivity
relation in the industry. Making a mutual link between the management and the workers. Ensuring manpower development. Creating a mutual affection, respect and regard. Creating the sense of belongingness. Maximizing social welfare. Development of industrial democracy.
vital role in IR. The total worker includes working age, educational background, psychological factors, social background, cultures etc. Employers and their organization: employers employs the workers, pay the wages and various allowance, regulates working relation through various regulation. Government: government plays the balancing role of custodian of nation. Government exerts its influence on IR through its policy, industrial relation policy, implementation of laws, playing role of mediator etc.
6 Prof. Keren Millet
between management and the workers and the role of regulatory mechanism in resolving any industrial disputes. IR covers the following area Collective bargaining Role of management, union and government( participative management) Machinery for resolution of industrial disputes (dispute settlement) Individual grievance and disciplinary policy and practice.(grievance Redressal) Industrial relation training(employer organization)
Grievance Redressal
Participative Management
Dispute seetlment
Industrial relation
Employers organization
Trade Union
Collective Bargaining
10
democratic and responsible trade union and association of employees. These organizations enhance the job security of employees help in increased worker s participation in management. The spirit of collective bargaining and willingness to take resources to voluntary arbitration. Welfare work whether statutory of non- statutory, provided by the state, trade union s and employers create, maintain and improve labour management relation and the thereby contribute to industrial peace. Prof. Keren Millet
and settlement of industrial disputes The government should have the power to refer disputes to adjudication(mandatory settlement by courts) i.e when the situation tends to be out of the hand. The government enjoys the power to maintain the status quo. The provision of bipartite and tripartite forums for the settlement of disputes.
11 Prof. Keren Millet
worker at departmental levels) (to achieve increased production, productivity and overall efficiency) and joint management councils( at plant level 500 or more people) Recognition of human rights in industry Increase in labour productivity The availability of proper work environment
12
Importance of IR
Industrial Peace
High Morale
Mental revolution Workers development Reduced wastage
13
Functions of IR
1. Communication is to be established between
workers & the management. 2. To establish a relationship between managers & the workers ( employees). 3. To ensure creative contribution of trade unions to avoid industrial conflicts, to safeguard the interest of workers on one hand & the management on the other hand, to avoid unhealthy atmosphere in an industry 4. To lay down such considerations which may promote understanding, creativity & cooperativeness to raise the industrial Prof. Keren Millet productivity, to ensure better workers
14
IR
1. 4 parties- Employees, employer, trade union & govt 2. Industrial relation refers to the relations between the employees and the employers in an industry 3. Industrial relation covers the matter regulated by the law or by the collective agreement between employees and employers. 4. Employees contact even the top management as a group 5. Collective bargaining & forms of industrial conflict are resorted to solve the problems.
15
Causes of Poor IR
Nature of work.
16
Factors affecting IR
1.
2.
3. 4. 5. 6. 7. 8.
Institutional Factors Economic Factors Technological Factors Social & cultural Factors Political Factors Psychological Factors Enterprise related Factors Global Factors
17
Institutional Factors
It includes:
Government policy
Labor legislation, Voluntary courts Collective bargaining Employee courts Employees federation Social institution like community, caste, joint
Economic Factors
Capitalist
Communist
Mixed The structure of labor force, demand for and
19
Technological Factors
Automation
mechanization
R&D activities Rationalization computerization
20
Religion
Customs & traditions of people Cultures High caste/ low caste
21
Political Factors
Political parties & their ideologies
Attitude of govt
Control of political parties on trade union Mode of achievement of their policies Involvement of trade union
22
Psychological Factors
Owners attitude
Perception of workers
Moral, interest, boredom, dissatisfaction Motivation
23
Its philosophy
Orgn climate Adaptability to change HR Management policies
24
Global Factors
International relations
Global conflicts
Trading policies Role of ILO
25
26