Professional Documents
Culture Documents
Introduction of IR
Evolution of IR in India
1. Industrial Relations in India Prior to British Raj
India was predominantly a pastoral and agrarian economy during ancient and
medieval times.
A large number of occupations were carried on by small manufacturers in their
cottages.
The employer- employee relations were those of master and slave and, later on,
of those of master and servant.
Ancient laws of our country laid emphasis on the promotion and maintenance of
peaceful relations between capital and labour.
From very early times, craftsmen and workers felt the necessity of being united.
The description of unions of workmen in different occupations is found at many
places in the Vedic literature and Shastras.
During the days of Vikramaditya, there were well organized guilds known as kula.
These guilds worked according to their own by-laws for the management of the
unions.
From the earliest Buddhist literature, it appears that Shreni aimed at making
commercial progress.
Almost every craft, profession or occupation had its own union which was called
Shreni.
Every Shreni included about a 1000 members.
The Shreni elected its chief who was called Pramukh.
These guild often have considerable political power and influence.
The Indian works of arts and crafts were badly damaged during the invasions of
foreign invaders, which lasted for about 700 years.
These artisans gradually lost their traditional skills.
Their condition degenerated to such an extent there was hardy any difference
between an artisan and a slave.
The situation improved after the restoration of law and order under the Mughals.
It has observed that different kinds of work such as embroidery, goldsmith’s work,
varnishing, tailoring, leather work, making of pots, polishing of metals with gold or
silver, weaving of silken clothes were carried on in big apartments known as the
Karkhanas.
Under Emperor Akbar, the government factories worked at Agra, Lahore, Fatehpur,
and Ahmedabad, where employees could develop their respective arts.
All contemporary travellers and historians agree that the industry of manufacture
of wool and its cloth was in a very highly developed condition in Kashmir.
The articles produced by these craftsmen were mostly consumed by the Mughal
emperors and the members of the household and nobles.
The commercial character of the East India Company did not change the
conditions of workers.
After the abolition of the monopoly of the East India company in 1883, the British
Industrialists and merchants were able to develop some industries and trade in
India.
2. Industrial relations during colonial period
Industrial relations in by- product of Industrial Revolution and it owes its
origin from excessive exploitation of workers by the owners of industries.
The relationship was that of two unequal- the powerful employers and
powerless workers.
It was a master servant relationship which continued for a long.
In early stage, the Government adopted the policy of Laissez- faire and
later on, enforced penalty on workers for breaches of contract.
Some attempts were made to form trade unions, which were resisted and
crushed by the employers.
The First World War is the first milestone enroute to industrial relations in
India.
In certain social, economic and political conditions, which raised new
hopes among workers in industries.
It was for the first time, that workers realized their importance that unless
they produce goods required for wars, the wars cannot be fought
successfully.
After war, prices of consumer goods also become dearer.
This lead to intense labour unrest because worker’s earnings did not keep
pace with the rising prices and their aspirations.
Many other events happened which accelerated the pace of industrial
relations during the period-
1. Establishment of ILO(1919) and the influence of its conventions and
recommendations.
2. Formation of the Labour Party Govt. in U.K in 1924.
3. The Indian Trade Union Act of 1926.
4. The Trade Dispute Act, 1929.
5. Formation of Royal Commission on labour, 1929-31, which made a
comprehensive study of Indian Labour problem regarding health, safety
and welfare of workers and made recommendations of far- reaching
consequences.
The second World War gave a new a spurt in the industrial relations field.
The exigency of the war made it essential for the Govt. to maintain
uninterrupted flow of goods and services for successful conduct of military
operations.
Therefore Govt. of India embarked upon a two- fold action for maintaining
industrial relations-
1. Form a Trade Dispute Act,1929 for helping the union Government in
enacting the I.D. Act,1947, which laid down a comprehensive dispute
settlement machinery to be applicable to all states.
2. The need for tripartite labour machinery on the pattern of ILO was
recommended by the Royal Commission on Labour as early as in 1931.
But the first step in this direction was taken only in the year 1942, when
the first tripartite labour conference was held at New Delhi under the
Chairmanship of Dr. B.R. Ambedkar.
The objectives, set before the two tripartite bodies at the time of their
inception in 1942, were-
1. Promotion of uniformity in labour legislation.
2. Laying down of a procedure for the settlement of industrial disputes.
Tripartite deliberations helped to reach on
statutory minimum wage fixation(1944)
constitution of tripartite industrial committees (1944)
Introduction of health insurance scheme (1945)
Provident funds scheme (1950)
Thus, it led to the passing of three important central labour laws like-
The Minimum Wages Act, 1948
The Employee’s State Insurance Act, 1948
The Employee’s Provident Funds Act, 1952.
IR in Post- Independence Era
This was the time when we launched our five year plans. Each of the
successive five year plans emphasized for the well- being of the working
class, co-operation between worker and employer, harmonious industrial
relations, worker’s right and worker’s participation, Welfare State etc.
The results of independence saw the mushroom growth of trade unions.
This was the period when Industrial Policy Resolution, 1956, facilitated the
growth of the public undertakings both at the centre and state level.
Through these PSUs, Govt. wanted to preset a role-model of industrial
relations as ‘ Model- Employers”.
Emergency of 1975 had its share of impact on industrial relations. Mrs. Indra
Gandhi, the PM, wanted to salvage her image as a democrat. Therefore
she amended the constitution to provide for workers participation and
added in the Industrial Dispute Act, 1947.
IR in Post-Globalization Period from 1991 to till date
The requirements a of global competitiveness are of international
standards in quantity, quality, cost- effectiveness and customers.
This in turn, requires introduction of state of art technology,
followed by innovation, creativity and strategic alignment of
divergent resources to create performing climate.
Such a performing climate requires a dynamic and synergetic
relationship.
The tradition of IR is under tremendous pressure, because it was
made to cater to the requirements of a controlled, protected and
regulated market and was unable to address the new imperatives of
a competitive, global market.
A tug of war is going on between “forces of change” and “ forces of
inertia”.
The market requires a flexible, and aggressive employee relations
approach, while traditional industrial relation wants to remain
adhered to status quo without any change.
Traditional institutions of IR are losing their importance and relevance.
Trade unions are marginalized and kept outside the mainstream of
business.
Strike is losing its cutting edge.
Collective bargaining is being replaced by collaborative and productivity
and individual bargaining.
Emerging Business Scenario
In the post industrial society ,technological revolution has created a
situation where space, distance and time have lost their relevance.
The world has really become a global village.
This has facilitated the movement of business across the boarder.
The business skyline is completely changing by continuous mergers
and acquisition across the globe.
Global competitiveness is the only rule of the global business game
where only the fittest can survive.
In this situation it was not possible for India to remain isolated and
insulated from the global changes.
Hence India frame New Economic Policy, 1991.
The profile and requirement of emerging industries are entirely
different from the requirement of sunset industries.
New players like Consumer Forms, NGOs, and electronic media are
replacing trade union in many areas.
Flexibilities has become of vital importance, which may be
enterprise flexibility like outsourcing or labour flexibility like size of
work force, composition of work force, functional flexibility, flexi
timings, pay flexibility and place flexibility.
Changing patterns of managerial practices like life long employment
vs short term employment, part time, contract worker and
international workers are regular features.
Changes nature of work like unmanned work station, officeless
work (sales executive), establishment open 24 hours 365 days.
Use of electronic gadgets in the office like telephones mobile phone
computers and internet have made them smart and self reliant.
Fresher from international bodies like ILO, WTO, International
labour standard are exerting pressure on IR.
These business scenarios require a different brand of employees
relations.
Changing Dimensions of Industrial Relations in India
Functions:-
To prepare documents o the times of agency for the
conference.
To brig out publications dealing with industrial labour
problems of international interest.
To collect and distribute information of international labour
and social problems.