Industrial relation

TYBMS - HR

1. INDUSTRIAL RELATION CHAPTER PRESENTATION ON : INTRODUCTION TO INDUSTRIAL RELATION. CLASS:TYBMS KEERTI PILLAI

2. CONTENT Meaning Definition Objective of IR Importance of IR Role of three actors Causes for poor IR Developing sound IR Code of conduct Objective of code of discipline Principle of code of discipline Approaches of IR Parties of IR

3. Meaning The term “Industrial Relations “comprises of two terms “ Industrial ” and “ Relations .” Industrial refers to any productive activity in which an individual (or a group of individuals) is engaged. Relations mean the relationships that exist within the industry between the employer and his workmen.

4. DEFINITIONS The IR also called as labor- management ,employee relations. “Employer-employee relationships that are covered specifically under collective bargaining and industrial relation laws” “concerned with the systems, rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment.”

5. OBJECTIVES Establish and foster sound relationship between workers and management by safeguarding their interests . Avoid industrial conflicts and strikes by developing mutuality among the interests of concerned parties . Keep, as far as possible, strikes, lockouts and gheraos at bay by enhancing the economic status of workers . Provide an opportunity to the workers to participate in management and decision making process.

6. Raise productivity in the organisation to curb the employee turnover and absenteeism. Avoid unnecessary interference of the government, as far as possible and practicable, in the matters of relationship between workers and management. Establish and nurse industrial democracy based on labour partnership in the sharing of profits and of managerial decisions. Socialise industrial activity by involving the government participation as an employer.

7. IMPORTANCE Uninterrupted production Reduction in industrial disputes High morale Mental revolution Reduced wastage Foster industrial peace Promote industrial democracy

8. THREE ACTORS OF IR Employees State Employer

9. CAUSES FOR POOR IR Mental inertia on the part of management and labour ; An intolerant attitude of contempt of contempt towards the workers on the part of management. Inadequate fixation of wage or wage structure; Unhealthy working conditions; Indiscipline ; Lack of human relations skill on the part of supervisors and other managers;

10. Desire on the part of the workers for higher bonus or DA and the corresponding desire of the employers to give as little as possible; Inappropriate introduction of automation without providing the right climate; Unduly heavy workloads; Inadequate welfare facilities; Dispute on sharing the gains of productivity; Unfair labour practices, like victimization and undue dismissal; Retrenchment, dismissals and lock-outs on the part of management and strikes on the part of the workers; Inter-union rivalries; and

11. DEVELOPING SOUND IR Developing trust between labor &management Maintenance of industrial peace Continuous feedback & monitoring Professional approach Existence of sound, democratic TU

12. APPROACHES TO IR There are mainly three approaches to IR 1. Unitary approach 2. Pluralistic approach 3. Marxist approach

13. CONCLUSION Motivated and satisfied employees have no reason to indulge in strikes. It is the role of the human resource manager to keep employees motivated and satisfied.