“Being managed by professionals

does not mean professional

management!”

Industrial
Relations-
Arun Kumar
Davay
 Industrial Relations
Industry:

Sec2(j)
It means any business, trade, undertaking,
manufacturing or calling of employers &
includes any calling, service, employment,
handicraft or industrial occupation or avocation
of workmen.
-The Industrial Dispute Act
1947
Traditional Present

Master-Servant Human Relations

Illiterate Educated

Not Conscious Aware, Informed

Ill Motivated Willing, Motivated

 Management

Traditional Present
Authoritative Collaborative

Autocratic Democractic

Paternalistic Mutuality

Prerogative Restrictive
 What is Industrial Relations ?

An Act or Art of Controlling Human Resources in

Employment.

Also referred as Labour Relations, Legal Relations,

etc.,
Two Inseparable Limbs

Interest apparently Conflict but Complementary.

 Definition
Relations between the management of an
industrial enterprise and its employees.

Process by which people and their organization

interact at the place of work to establish the
terms and conditions of employment
 Employee
Employee

Actors in
IR

Management
Management Government
Government
 Objectives of Industrial Relations
1. Congenial Labour - Management relations
2.Enhance economic status of the workers
3.Regulate the production by minimizing
industrial conflict
4.Socialize industries by making government as
employer
5.Workers to have a say in management
&decision making
6.Encourage &develop trade unions
 Functions of IR
1. Communication is to be established between workers
and the management in order to bridge the traditional
gulf between the two.
2.To establish a rapport between managers and the
managed.
3.To ensure creative contribution of trade unions to
avoid industrial conflicts, to safeguard the interest of
workers on the one hand and the management on the
other hand, to avoid unhealthy, unethical atmosphere
in an industry.
4.To lay down considerations which may promote
Importance of Industrial Relations
• Uninterrupted Production
• Reduction in Industrial Disputes
• High Morale
• Mental Revolution
• New Programme
• Reduced Wastage
 Success of Industrial Relations
1.Top Management support
2.Sound Personnel policies
3.Adequate practice should be developed by
professionals
4.Detailed supervisory training
5.Follow up results
 Purpose of HR in IR
1. Human resource management attracts,
develops, and maintains a talented workforce.
2. Government legislation protects workers
against
employment discrimination.
3. Employee rights and other issues complicate
the legal environment of work.
4. Labor relations and collective bargaining are
closely governed by law.
 Legal Aspects of Industrial
Relations When someone is denied a job or
1. Discrimination:
position for non job related reasons
2. Equal Employment Opportunity: The right to
employment and advancement without regard to
race, religion, sex, color or national origin
3.Affirmative Action: An effort to give preference in
employment to women or other minorities;
Employment criteria justified by capacity to
perform a job
4. Comparable Worth: Persons performing jobs of
similar worth should receive comparable pay
Legal Aspects of Industrial Relations
5. Bona-fide Occupational Qualifications: Employment
criteria justified by capacity to perform a job
6. Workplace Privacy: The right to privacy while at
work
7. Independent Contractors: Hired on temporary
contracts and are not part of the organization’s
permanent work force
8. Labor Union: An organization that deals with
employers on the workers collective behalf
9. Labor Contract: A formal agreement between a
union and employer about the terms of work for
union members
 Industrial Unrest
Causes for Industrial Unrest:

Workers Seeking More Wages – Justly or

Unjustly
Better Working Conditions
Adequate Housing etc.,
Political Sentiments
Economic Crisis
 Industrial Unrest
If Relations between Management and Labour
gets strained, Labour protest takes any of the
following forms:
1. Flash Strike or Sudden Walk out: May just
become a labour meeting where a
Memorandum is passed and handed over to
the Management for consideration and
meeting. May disperse and resume work soon
after.
2. Tools Down: Labour stops work for a period
 Industrial Unrest
3. Slow Down: Workers do not meet the given
production targets. The whole or the part of
facilities may be affected.
4. Gherao: Labour ceases work. Blocks all
routes by human barrier to the
workplace/Management Personnel. Human
pressure is exerted till the demands are met.
The offence commited is ‘Wrongful
confinement’
5. Strike: Last resort of the Labour when