Professional Documents
Culture Documents
• Systems model
• Pluralist theory
• Unitary perspective
• HRM
• Directive Principles
• Labour legislations
• Tripartism
• National Commission on Labour
• Globalization
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
Concept of Industrial Relations
Direct its policies towards securing adequate means of livelihood for all
citizens through various means including equal pay for equal work,
protection of health and strength of workers, and protection of childhood
and youth from exploitation (Article 39)
Have a legal system to promote justice on the basis of equal opportunity and
provide free legal aid through suitable legislation (Article 39A)
Secure just and humane conditions of work and maternity relief (Article 42)
Secure work, living wage, decent standard of life, etc. to people (Article 43)
Pre-Independence phase
During mid-nineteenth century
Concurrent with emergence of industries in India
Clear divide prevalent between capitalists and labour
Gradual tendency among workers to organize themselves
Enactment of the Factories Act, 1881
Trade Unions Act promulgated in 1926
Labour unrest increased with World War I (1914-18)
Condition of workers further worsened during the economic depression in 1929
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
– Pre-Independence phase Contd.
• World War II (1939-45) resulting in poor living conditions for
labour
• A tripartite consultative machinery set up in 1942
• Legislations enacted:
– Industrial Employment (Standing Orders) Act, 1946
– Industrial Disputes Act, 1947
• Post-Independence Phase
Industrialization and containing labour unrest as the two priorities of the
government
A Tripartite Conference convened in 1947
Industrial Truce Resolution adopted
Emphasis on industrial peace during the First Five Year Plan
Notable changes in IR scenario with the Industrial Policy of 1991
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
Theoretical Perspectives of Industrial Relations
Systems Model
Proposed by Dunlop in 1950s
Drawback
• Failure to recognize that power is unequally distributed in organizations
and this inequality may generate conflicts
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
• Pluralist Theory Contd.
Views an organization as sub-system of a social system made up of divergent
groups
Management and trade unions have their own interests
Common objective of maintenance and growth of organization
• IR tripartite in nature
• Impact on labour
Learning new skills
Building new capabilities
Training to operate new machines
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
Industrial Relations and HRM/HRD
• Human Resource Management (HRM)
Concerned with creating such work conditions and systems
as can result in better employee efficiency
• Human Resource Development (HRD)
Developmental in orientation
Objective of improving and enhancing employee
capability and competence to gain competitive
advantage
• Industrial Relations
Wider scope than HRM
Objective of achieving improved relations between workers
and management at various levels
Collectivist in nature
Bipartite or tripartite in character, unlike HRM/HRD
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
Industrial Relations and HRM/HRD
• Regulatory legislations
• E.g., Trade Unions Act, 1926
• Wages related legislations
• E.g., Minimum Wages Act, 1948
• Welfare legislations
• E.g., Factories Act, 1948
• Protective legislations
• E.g., Child Labour (Prohibition & Regulation) Act, 1986
• Social security legislations
• E.g., Employee Compensation Act, 1923
Copyright © 2015 by McGraw Hill Education (India) Private Limited. All rights reserved.
Summary
• The concept of industrial relations may be said to have come into being
with the need to manage the relations between labour and management
in industry.