Presented By:-

Madhavi R. Malshikhare
(Roll No. 31)
 Definition
Industrial relations involve attempts at arriving at solutions
between:
 the conflicting objectives and values;
 between the profit motive and social gain;
 between discipline and freedom, between authority and industrial
democracy;
 between bargaining and co-operation; and
 between conflicting interests of the individual, the group and the
community – Lester

Industrial Relation is a relation between employer and employees,

employees and employees and employees and trade unions. -
Industrial dispute Act 1947

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 Objective

 To safeguard the interest of labor and management

 To avoid industrial conflict or strife and develop harmonious relations
 To raise productivity to a higher level in an era of full employment by
lessening the tendency to high turnover and frequency absenteeism.
 To establish and nurse the growth of an Industrial Democracy based on
labor partnership in the sharing of profits and of managerial decisions
 To eliminate, as far as is possible and practicable, strikes, lockouts and
gheraos by providing reasonable wages, improved living and working
conditions, said fringe benefits.
 Vesting of a proprietary interest of the workers in the industries in which
they are employed.

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 Definition
 Human resource management is concerned with the development
and implementation of people strategies, which are integrated with
corporate strategies, and ensures that the culture, values and
structure of the organization, and the quality, motivation and
commitment of its members contribute fully to the achievement of
its goals.

 HRM is “the planning, organizing, directing and controlling of the

procurement, development, compensation, integration and
maintenance and separation of human resources to the end that
individual, organizational and societal objectives are
accomplished”. - Edwin Flippo
 Objective

 To create and utilize an able and motivated workforce

 To establish and maintain organizational structure and desirable working
relationships among all the members of the organization.
 To create facilities and opportunities for individual or group development
 To attain an effective utilization of human resources in the achievement
 To maintain high employees morale and human relations by sustaining and
improving the various conditions and facilities.
 To strengthen and appreciate the human assets continuously by providing
training and development programs.
 To provide an opportunity for expression and voice management.
 To provide fair, acceptable and efficient leadership.
 To provide facilities and conditions of work and creation of favorable
atmosphere for maintaining stability of employment.
 Definition
 Personnel management is based on careful handling of
relationships among individuals at work and is the art of
acquiring, developing and maintaining competent workforce so
that the organization derives maximum benefit in terms of
performance and efficiency.

 Personnel Management is thus basically an administrative

record-keeping function, at the operational level. Personnel
Management attempts to maintain fair terms and conditions of
employment, while at the same time, efficiently managing
personnel activities for individual departments etc.
 Objective

 Creating a congenial and healthy environment for employees or workers to

function effectively.
 To bring about organisational and human resource development through
training,development programmes or even managerial succession planning.
 Selection and placement of right number of people and ensuring proper
allocation of duties and responsibilities upon them.
 Boosting the morale and sense of initiative amongst employees.
 Adopting best techniques or concievable methods to bring best
possible development of workers on work.
 Creating better inter-personal relations,developing a sense of responsibilty
and responsiveness amongst workers and employees

Industrial Relation
Industrial Relations (IR), is
concerned with the
relationship between
management and workers and
the role of regulatory
mechanism is resolving any
industrial dispute.
An employer employs a whole
person rather than certain
separate characteristics. A
person’s traits are all part of
one system making up a whole
man.
The organisation involves
employees in the drawing up
and execution of organisation
policies, but retain the right to
manage.
IR is the relationship between
Employer and employee or
trade unions.
Human Resource
Management
HRM is the management of
employees’ skills, knowledge,
abilities, talents, aptitudes,
creative abilities etc.
Employee is treated not only
as economic man but also as
social and psychological man.
Thus the complete man is
viewed.
Employee is treated as a
resource.
HRM is a strategic
management function.
Personnel Management
Personnel means persons
employed. PM is the
management of people
employed.
Employee is treated as an
economic man as his services
are exchanged for
wage/salary.
Employee is viewed as a
commodity or tool or
equipment, which can be
purchased or used.
Personnel function is treated
as only an auxiliary.