Introduction and Philosophy of

Industrial Relations
Dr. Md. Golam Faruque
Ph.D. (UQ, Australia), M.Sc.RRP (Thailand), 1
st
Class
B.Sc.Ag.Econ (Hons), BAU,1
st
Class, DAIBB, IBB
PGD (English Language)

Former Faculty Member, BCSAA and BPATC
Former Consultant for Training Materials Development
and Course Designer, BCSAA, KOICA, KMAC.
Guest trainer: BCSAA, National Planning Academy,
Basic Bank Training Center

Scope of industrial relations
Industrial relations broadly covers the following:
1. Government relation between labour and
industry
2. Community relations between industry and
society
3. Personnel management relationship in the
plant and industry
4. Labour management relationship in the
plants and industries.
What is industrial relaions
It denote the relations of the state with
employers, workers, and their organizations. It
includes collective relations between
employers and their organization and trade
union, and how to regulate them;
Industrial relations are an integral aspects of
social relations arising out of employer-
employee interaction in modern industry.
Objectives of Industrial Relations
To facilitate production and productivity
To safeguard the rights and interest of botyh
labour and management by enlisting their
cooperation
To achieve a sound, harmonious, and mutually
beneficial labor management relations
To avoid unhealthy atmosphere in the industry,
especially work stoppages, go-slows and stricks
etc
To establish and maintain industry democracy
Values of Industrial Relations
Fairness and equity
Power and authority
Individualism and colletivision
Rights and responsibilities
Integrity and trust

Industrial Relations as multi-disciplinary
approach
To effective deal the subject, it needs the integration of
the following discipline:
1. Sociology
2. Psychology
3. Law
4. History
5. Politics
6. Economics
7. Accounting
8. Financial management
9. Management
Industrial Relations System
Industrial relation systems encompasses two
things:
Level (national, regional, local and community)
Component under different level
The major components are:
1. Participants
2. Issues
3. Structure
4. Boundaries

System approach of industrial relations
DUNLOPS APPROACH
IDEOLOGY


ACTORS RULES
TECHNICAL FACTORS




LOCUS AND DISTRIBUTION OF POWER IN WIDER SOCIETY






MARKET FACTORS



IR
SYSTEM
CONTEXT
UAL
FACTORS
Approaches of Human Resources Management
Approach
The following are the basic areas of this approaches:
Human resources organization
Human resources planning
Human resources system
Human resources development
Human resources relationship
Human resources utilization
Human resources accounting
Human resources audit
Beaumont Elements (1969)
Beaumont (1969) identifies the five main elements:
1. A strong labor market providing training,
development, promotion
2. Flexible organizational work systems
3. Pay related to organization performances or
individual acquisition of skills and competencies
4. Develop mechanisms of employee and group
involvement in task decisions
5. Extensive communication from management
Book References
Industrial Relations-Conceptual and legal
framework
By
A. M. Sarma
Himalaya Publishing House
From Book View
New Market
(purchasing this book is compulsory)



Thank you so much