INDUSTRIAL RELATIONS

CONCEPT

Relationship B/W Management & Employees Of An Industry.

DIFFERENT ROLES IN INDUSTRIAL RELATIONS

EmployeesPillars

Trade UnionsEmployee Representative Body

ManagementStyle

GovernmentMediator

THE MANAGEMENT
The exploitative authoritative style The benevolent authoritative Consultative management style Participative Style.

EMPLOYEES

GOVERNMENT

OBJECTIVES OF IR
To safeguard the interest of labor & management To develop & secure mutual understanding To maintain industrial peace & harmony To improve standard of living of worker To increase productivity To ensure discipline To provide basic framework of management To improve bargaining capacity of workers

INDUSTRIAL DISPUTE PREVENTION MACHINERY

Worker participation Employee grievance redress machinery Voluntary arbitration Conciliation Court of enquiry Tripartite bodies Adjunction-labor courts, industrial & national tribunals

CONCEPT OF COLLECTIVE BARGAINING

Term coined by Sydney Webb and Beatrice Webb Collective equivalent to individual bargaining Aim at a win-win situation Common interest of employees and the organization should be taken into consideration

Concept Of Worker s Participation In Management

 Provides an opportunity to the workers to take part in the management decision making.

 Workers participation is adopted and practiced differently in different organization.

Concept Of Worker s Participation In Management

According to Arun Monappa and mirza saiyadain, the degree of influence that workers are allowed to exercise can be classified into five levels:
Informative participation Consultative participation Associative participation Administrative participation Decisive participation

ADVANTAGES
Aids two way communication-better flow of ideas and opinions Employee friendly policies with minimum resistance Physical as well as intellectual contribution to the organization-moral boost up

Workers Committees
Basic Objective:
iTo promote measures for maintaining harmonious relation in work place. iTo sort out differences on employment related issues between management and workers

Workers Committees
Functions:
Discussion of working condition such as lighting ,ventilation, sanitation etc. Discussion on basic amenities such as supply of drinking water ,canteen facilities, medical services ,administration of welfare fund. To promote measures to secure and preserve harmonious industrial relations in organization.

JOINT MANAGEMENT COUNCILS

 The Indian Labor conference in its 15th session in 1957 accepted in principle the idea of setting up Joint Management council in India.  Basic Objective that were identified:
Promoting cordial industrial relation Enhancing the operational efficiency of workers Providing welfare facilities to workers Educating workers to contribute effectively to such schemes

Employee Relationship Management

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The Importance of Studying Industrial Relations, Human Resource Management and Employment Relations

It affects our everyday life. It affects the company- whether the company makes profit or goes bankrupt. Workers how much they earn and feed their family, income of the household, living wage, students education (how much your parents can pay for your fees) and health, retirement age, etc. what conditions are they working under.
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What is meant by Employment Relations (ER)?

It is combination of Industrial Relations (IR) and Human Resource Management (HRM) It is a much wider concept to encompass both IR and HRM

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Strategic Importance of Employee Relations

Improve productivity & ensure implementation of organizational strategies Reduce employment costs and help employees grow and develop

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Five Key Dimensions of Employee Relations

Employee Development

Employee Rights

Good Employee Relations

Employee Communication

Employee Discipline

Employee Counseling
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Open-Door Policy
A policy of encouraging employees to come to higher management with any concerns.

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What is industrial relations?

Definition important setting the scope of study. Many attempts at definition: from job regulation to social relations at work. Challenges to the discipline: rise of non-unionism growth of human resource management (HRM) A broad definition: Industrial relations encompasses a set of phenomena, both inside and outside the workplace, concern with determining and regulating employment relationship

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What is industrial relations ?

An act or art of controlling human resources in employment. Also referred as human relations, labour relations, legal relations etc. Essentially : human relations adjustment between humans. Two inseparable limbs. Interest apparently conflict but complimentary.

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What is industrial relations? (cont.)

IR Covers:  Collective Bargaining  Role of management, Unions and govt.  Industrial disputes and resolution  Grievances and discipline  Labour legislation

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HISTORY OF INDUSTRIAL RELATIONS CONCEPT

Roots go back to Industrial revolution of late 18th and early 19th century. Before that the greater share of economic activity was in agricultural sector Impact of Industrial revolution: Mechanizations Mass production at low cost Specialization of functions Higher capital requirements Evolution of entrepreneurial elite Unhygienic, harsh working and living conditions Increased mobility of workers

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Relationship Management

OVERVIEW
The art of relationship management is not an entirely new one. In fact, it has taken on many forms, addressing specific organizational constituencies (customers, channel partners, specialized service providers, employees, suppliers, etc). The most obvious being CRM (customer relationship management), that focuses on improving top-line growth by maximizing an organization's ability to identify sales and business opportunities with its customers.

IMPORTANCE
comprehensive and simple framework that supports people and organizations in repeatably/consistently Mapping and understanding collaborative processes and networks within and across organizational boundaries Benchmarking collaborative capability Identifying and selecting the best partners and collaborators to minimize risk and improve agility of the business network

IMPORTANCE
Understanding and deploying collaborative best practices Aligning and leveraging new and existing business relationships to business objectives Accelerating/Facilitating the adoption of business change related to processes, policies, systems and culture changes Accelerating decision making resulting in improved corporate responsiveness to changing market conditions[