presentation ir 1
TRANSCRIPT
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INDUSTRIAL RELATIONS
The concept of industrial relations means the
relationship between employees and
management in the day-to-day working of an
industry. But the concept has a wide meaning.
When taken in the wider sense, industrial
relations is a set of functional independence
involving historical, economic, social,psychological, demographic, technological,
occupational, political and legal variables.
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The concept of industrial relations has been
extended to denote the relations of the state withemployers, workers, and their organisations. The
subject therefore includes industrial relations and
joint consultations between employers and work
people at their work place, collective relations
between employers and their organizations and
trade union and part played by the State in
regulating these relations.
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Industrial Relation
IR can be defined as a government regulated
interaction between employer and their representative.
According to Dale Yoder IR is a relationship between
management and employees and their organizations,that characterize and grow out of employment.
According to ILO, IR deal with either the relationships
between the state and the employers and workersorganization or the relation between the occupational
organization themselves.
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WHAT DO EMPLOYER WANT ?
1.Increase market share.
2.Acceptable return on profit.
3.Conduct an efficient organization
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WHAT DO EMPLOYEES WANT ?
1. Earn best possible wage.
2. Secure and satisfying job.
3. To develop a career.4. To be in a satisfying work group.
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Common law duties of employer:
1. To pay the agreed wages.
2. To observe the agreed condition.
3. To provide a safe and healthy workplace.
4. To treat employee reasonable.
5. Not to damage an employee
reputation.
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Common law duties of employees:
1. To obey the lawful instruction of
employer.
2. To use reasonable skill and care inperformance of his or her duty.
3. To keep the employment trade
secret.
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Employer/Management Objective:
1. Organizational growth and
profitability.
2. Improving working efficiency.3. Achieving international
competitiveness.
4. New investment.
5. Encouraging innovation.
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Employee/Union Objective:
1. Improving and maintaining wages
and condition.
2. Job security.3. Training opportunities.
4. Career Progression.5. Participation in decision making.
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FEATURES
1. Industrial relations are mainly the relationsbetween employees and the employer.
2. Industrial relations are the outcome of the
practice of human resource management andemployment relations.
3. These relations emphasis on accommodating
other partys interest, values and needs. Parties
develop skills of adjusting to and cooperating
with each other.
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4. Industrial relations are governed by the system
of rules and regulations concerning work place
and working community.5. The main purpose is to maintain harmonious
relations between employees and employer by
solving their problems though grievanceprocedure and collective bargaining.
6. The government and shapes industrial
relations though industrial relations policies,
rules, agreements, mediation, awards, acts etc.
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7.Trade Union is another important institution in
the industrial relations. Trade union influence
and shape the industrial relations through
collective bargaining.
8. Industrial relations develop the skills and
methods of adjusting to and cooperating witheach other.
9.The Government-involves to shape the
industrial relations through laws, rules,agreements, awards etc.
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10. The important factors of industrial relations
are:
employees and their organizations, employer
and their associations and Government.
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FACTORS OF INDUSTRIAL
RELATIONS
1.Institutional Factors: These factors include
government policy, labour legislations, voluntarycourts, collective agreement, employee courts,
employers federations, social institutions like
community, caste, joint family, creed, system ofbeliefs, attitudes of works, system of power
status etc.
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2. Economic Factors: These factors include
economic organization, like capitalist,
communist mixed etc., the structure of labour
force, demand for supply of labour force etc.
3. Technological Factors: These factors includemechanization, automation, rationalization, and
computerization.
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4. Political Factors: These factors include
political system in the country, political parties
and their ideologies, their growth, mode ofachievement of their policies, involvement in
trade unions etc.
5. Social and Cultural Factors: These factors
include population, religion, customs and
tradition of people, race ethnic groups, cultures
of various groups of people etc.
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6. Governmental Factors: These factors include
Governmental policies like industrial policy,
economic policy, and labour policy, export
policy etc.
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THREE ACTORS OF INDUSTRIAL
RELATIONS
1.Workers and their
Organisations: The total worker plays an
important role in industrial relations. The totalworker includes working age, educational
background, family background, psychological
factors, social background, culture, skills,
attitude towards other workers etc. workers
organizations prominently known as trade unions
play their role more prominently in trade unions.
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The main purpose of trade union is to protect the
workers economic interest through collective
bargaining and by bringing pressure onmanagement through economic and political
tactics. Trade union factors include leadership,
finances, activities etc.
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2.Employers and their
organization: Employer is a crucial factorin industrial relations. He employees the worker,
pays the wages and various allowances, regulates
the working relations through various rules,
regulations and by enforcing labour laws. Heexpects the worker to follow the rules,
regulations and laws. He further expects them to
contribute their resources to the maximum. Thedifference between the demands of worker and
employer results in industrial conflicts. Normally
employers have higher bargaining power than
workers.
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But their bargaining power is undermined when
compared that to trade unions. Employers from
their organizations to equate (or excel) theirbargaining power with that of trade unions.
These organisations protect the interest of the
employer by pressuring the trade unions andgovernment.
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3. Government: Government plays abalancing role as a custodian of the nation.
Governments exerts its influence on industrial
relations through its labour policy, industrial
relations policy, implementing labour laws, the
process of conciliation and adjudication byplaying the role of both employees organisation
and employers organisation.
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OBJECTIVES OF INDUSTRIAL
RELATIONS
1.To promote and develop congenial labour
management relations;
2.To enhance the economic status of the worker
by improving wages, benefits and by helping in
evolving sound budget;
3.To regulate the production by minimizing
industrial conflicts through state control;4.To socialize industries by making the
government as an employer;
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5.To provide an opportunity to the workers to
have a say in the management and decision-
making;6.To improves workers strength with a view to
solve their problems through mutual negotiations
and consultation with the management;7.To encourage and develop trade unions in
order to improve the workers strength;
8.To avoid industrial conflict and their
consequences;
9.To extend and maintain industrial democracy.
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FUNCTIONS OF INDUSTRIAL
RELATIONS
1.Communication is to be established betweenworkers and the management in order to bridge
the traditional gulf between the two.
2.To establish a rapport between managers andthe managed.
3.To ensure creative contribution of trade unions
to avoid industrial conflicts, to safeguard the
interest of the workers on the one hand and the
management on the other hand, to avoid
unhealthy, unethical atmosphere in an industry.
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4.To lay down such considerations which may
promote understanding, creativity and
cooperativeness to raise industrial productivity,to ensure better workers participation.
5.Good labour-management relations depend onemployer and trade unions capacity to deal with
their mutual problems freely, independently and
responsibly.
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6.The trade unions and the employers and their
organisation should be interested in resolving
their problems through collective bargaining and
if necessary with the assistance of proper
government agency.
7.Workers and employers organizations shouldbe desirous of associating with government
agencies taking into considerations with general,
social, public and economic measures affectingemployers and workers relations.
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APPROACHES TO INDUSTRIAL
RELATIONS1.Psychological Approach to IndustrialRelations: According to psychologists, issues of
industrial relations have their origin in the
differences in the perceptions of management,unions and rank and file workers. The perpetual
differences arise due to differences in
personalities, attitudes, etc. Similarly factors likemotivation, leadership, group goals versus
individual goals etc., are responsible for
industrial conflicts.
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2.Sociological Approach to Industrial
Relations: Industry is a social world in
miniature. Organisations are communities ofindividual and groups with differing
personalities, educational and family
backgrounds, emotions, sentiments etc. These
differences in individuals create problems of
conflict and competition among the members of
individual society.
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3. Human Relations Approach to Industrial
Relations: Human resources are made up of
living beings but not machines. They needfreedom of speech, of thought, of expression, of
movement and of control over the timings. This
approach implies that the relationship betweenemployee and employer as between two human
beings. The term human relations include the
relationship during the out of employment
situations.
1 W k h ld k d l f bl
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1.Workers should seek redressal of reasonable
demands through collective action.
2.Trade unions should decide to go on strike
talking ballot authority from all workers and
remain peaceful and use non- violent methods.
3.Workers should avoid strikes to the possible
extent.4.Strikes should be resorted to only as a last
report.
5.Workers should avoid formation of unions inphilanthropical organisation.