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Overview of Industrial Relation

Overview of Industrial Relation

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Published by Avayant Kumar Singh

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Published by: Avayant Kumar Singh on Mar 19, 2010
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UNIT 1

OVERVIEW OF INDUSTRIAL RELATION

OPENING QUESTION

WHAT WE MEAN BY HRM?

CONCEPT OF INDUSTRIAL RELATIONS Industrial Relations Industry Relations .

 According to the ILO “Industrial relations deal with either the relationships between the state and the employers and workers organization or the relation between the occupational organizations themselves”. . that characterize and grow out of employment‟.DEFINITIONS  According to Dale Yoder „Industrial relations is a relationship between management and employees or among employees and their organization.

. technological.economic social psychological. political &legal variables.Concept contd. demographic.  IR are the outcome of the practice of HRM & employee . occupational.  Concept of IR means-the relationship between employees & the mgmt in the day-to-day working of the industry.  IR is a whole field relationship that exists because of the necessary collaboration of men & women in the employment process of an industry  IR are the relations mainly between employer & employees.  IR is a set of functional interdependence involving historical .

acts etc.  The relations emphasis on accommodating other party‟s interest . work place.. needs.  Trade unions influence & shape the IRs through collective bargaining. rules.  The govt. .  The main purpose of IR is to maintain harmonious relations between employer & employees by solving their problems through grievance procedure &collective bargaining.  IR are governed by the system of rules & regulations concerning work.Concept contd.. &working community. awards. agreements. influences & shapes industrial relations policies. values. mediation.

CLOSING QUESTION WHY INDUSTRIAL RELATION IS CONSIDERED TO BE A CRITICAL HRM PROBLEM? .

Globalization. technological change.EVOLUTIONS OF INDUSTRIAL RELATION  FIRST PHASE  considered to have commenced from the middle of the nineteenth century and ended by the end of the First World War  SECOND PHASE  comprises the period thereafter till the attainment of independence in 1947  THIRD PHASE  represents the post-independence era. merger and acquisition.structural change. five year plans  FORTH PHASE  after liberalization. privatization .

CHARACTERISTICS  Industrial relations do not emerge in vacuum  Industrial relations are characterized by both conflict and cooperation  As the labor and management do not operate in isolation but are part of a larger system. management cooperation as well as the practices and procedures required to elicit the desired cooperation from both the parties. . so the study of industrial relations also includes vital environmental issues  Industrial relations also involve the study of conditions conducive to the labor.

..  it makes an in depth analysis of the interference patterns of the executives and judiciary in the regulation of the labor management relations.CONTD.

SCOPE OF IR  Promoting and developing healthy labor management relations  Maintenance of industrial peace  Development of industrial democracy .

benefits and by helping the worker in evolving sound budget  To regulate the production by minimizing industrial conflicts through state control  To socialize industries by making the government as an employer  To provide an opportunity to the workers to have a .OBJECTIVE OF IR  To promote and develop congenial labor management relations  To enhance the economic status of the worker by improving wages.

CONTD.  To improve workers strength with a view to solve their problems through mutual negotiations and consultation with the management  To encourage and develop trade unions in order to improve the workers strength  To avoid industrial conflict and their consequences  To extend and maintain industrial democracy ..

FUNCTIONS OF IR  For establishing a communication flow between workers and the management in order to bridge the traditional gulf between the two  To establish a rapport between managers and the managed  To ensure creative contribution of trade unions to avoid industrial conflict. unethical atmosphere in an industry  To lay down such considerations which may promote . to safeguard the interest of workers on the one hand and the management on the other hand. to avoid unhealthy.

IMPORTANCE OF IR  Uninterrupted production  Reduction in Industrial Disputes  High morale  Mental Revolution  Reduced Wastage .

MAJOR INDICATOR OF IR  Absenteeism  High attrition rate  Strike  Lockouts  Grievances  Indiscipline  Industrial conflicts  Industrial dispute  Resistance to change  Improper working conditions .

CAUSES OF POOR IR  Nature of work  Poor wages and working conditions  Defective trade union system  Occupational instability  Poor behavior climate  Ignorance and illiteracy  Heterogeneity  Absenteeism  Women workers  Child labor .

FACTORS AFFECTING IR  Institutional  Economic  Technological  Social & cultural  Psychological  Political  Enterprise related factors  Global factors .

THREE ACTORS OF IR  EMPLOYER & THEIR ORGANISATION  EMPLOYEE & THEIR ORGANISATION  GOVERNMENT .

Approaches to industrial relations  Psychologist approach  Sociological approach  Human relation approach  Gandhian approach  The Dunlop approach .

Perspectives of Industrial Relation  Unitary perspective  Plural perspective  Marx perspective .

Principle of sound industrial relation  Recognition of the dignity of the individual  Mutual respect  Understanding .

Functional requirement for sound IR  Top management support  Sound personnel policies  Adequate practices  Detailed supervisory training  Follow up of results .

ROLES  Role of trade union in IR  Role state in IR  Role of employers organisation in IR  Role of ILO in IR .

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