Industrial relations and labour welfare.pptx

useful for students preperation

1. Industrial relations

2. 2 Industrial Relation Meaning The term industrial relations comprises two words, i.E. ‘Industry’ and ‘relations’. The term ‘industry’ refers to any productive activity in the organisation in which the employees are engaged. On the other hand, the term ‘relations’ refers to the relationship, which exists within the industry between the management and the employees. The relationship between management and employees within the organisation within the organisational settings is defined by industrial relations. Industrial relations emerge directly or indirectly from management-trade union relationships.

3. “ Industrial relation is an art of living together for the purpose of production” - J. Henry According to the international labour organisation (ILO), industrial relations deals with relationships between either state and employers and workers organisations or the relationship between the occupation organisation themselves.

4. Characteristics of Industrial Relation Following are the significant features of industrial relations: Industrial relations are the result of employment relationships in industrial enterprises. Industrial relations introduced the concept and method of balancing and cooperating. Industrial relations formulate rules and regulations to maintain harmonious relations. The intervention of the Government to shape the industrial relation is made through laws, agreements, rules, charters, etc. Industrial relations incorporate both individual relations and collective relations. Several parties play a role in industrial relations. The main parties are employees and their organisation , employers and their association, and government. 

5. Objectives of Industrial Relation To establish industrial peace. To safeguard the interests of both workers and management. To avoid industrial disputes. To raise the production capacity. To establish industrial democracy. To minimise the labour turnover rate and absenteeism. To safeguard the workers economic and social interests. To contribute to the economic development of the country through productivity. To establish a full employment situation. To minimise strikes, lockout, Heroes, etc., by providing good working conditions and fair wages to the workers. 5

6. Importance of Industrial Relations 6 Promotes Democracy : Industrial relations means employing collective bargaining to resolve issues faced by workers. This collective bargaining is generally employed through cooperation and mutual agreement amongst all the affected parties, i.e., democracy, management, and employees unions. This enables an organisation to establish industrial democracy, which eventually motivates the workers to perform their best to the growth and prosperity of the organisation . High Morale: Good industrial relations enhance the morale of the employees and motivate the workers to work more efficiently. Avoid Conflicts Between Management And Union : Industrial relations minimise issues between unions and management. This is because industrial relations incorporate setting up machinery to resolve issues faced by management and employees through mutual agreement to which both these parties are bound. This results in ignoring any unfair practices that could lead to major conflicts between employers and trade unions.

7. 7 Minimises Wastage:   Satisfactory Industrial relations are maintained on the basis of co-operation and recognition of each other in the department. It helps to minimise wastage of material, manpower, and costs. Economic Growth And Development: Good and harmonious industrial relations result in increased efficiency and hence prosperity, which in turn minimise turnover and other tangible benefits to the organisation . This promotes economic growth and development.

8. Functions of Industrial Relations To establish communication between workers and management to maintain the sound relationship between the two. To establish support between managers and employees . To ensure the creative contribution of trade unions to avoid industrial conflicts. To safeguard the interests of workers and the management, To avoid an unhealthy and unethical atmosphere in an industry. To formulate such considerations that may promote understanding, creativity, and cooperativeness to enhance industrial productivity. To ensure better workers’ participation.

9. Scope / Concept of Industrial Relations 1. Employment Relationship:  Industrial relations focus on understanding and managing the relationship between employers and employees. This includes examining the terms and conditions of employment, contractual obligations, rights and responsibilities, and the dynamics of power and authority within the workplace. 2. Collective Bargaining:  Collective bargaining is a central element of industrial relations. It involves negotiations between representatives of employees (such as labor unions) and employers to determine employment conditions, including wages, working hours, benefits, and workplace policies. The scope of industrial relations covers the processes and outcomes of collective bargaining. 3. Labor Unions and Employee Representation:  Industrial relations involve the study of labor unions and other forms of employee representation. This includes understanding the formation, organization, and activities of unions, as well as their role in representing and advocating for the interests of employees. The scope also encompasses the relationship between labor unions and employers, including the dynamics of negotiation and dispute resolution. 4. Workplace Conflict Resolution:  Industrial relations address the management of workplace conflicts and disputes. This includes understanding the causes of conflicts, developing mechanisms for resolution, and implementing processes such as grievance handling, mediation, arbitration, or legal intervention. Conflict resolution is essential for maintaining positive labor relations and fostering a productive work environment. 5. Employee Rights and Protections:  The scope of industrial relations includes the recognition and protection of employee rights. This involves understanding and promoting fair employment practices, ensuring compliance with labor laws and regulations, and addressing issues related to workplace discrimination, health and safety, freedom of association, and other rights.

10. 6. Employment Legislation and Regulation:  Industrial relations consider the legal framework governing the employment relationship. This includes studying employment laws and regulations, understanding their impact on labor relations, and ensuring compliance with legal requirements. Industrial relations professionals often play a role in interpreting and applying employment legislation. 7. Employee Engagement and Well-being:  Industrial relations encompass the study of employee engagement, job satisfaction, and well-being. It involves examining factors that contribute to positive employee experiences, such as effective management practices, communication channels, recognition and rewards, career development opportunities, work-life balance, and health and safety measures. 8. Social and Economic Context:  Industrial relations cannot be understood in isolation from the broader social and economic context. It involves considering factors such as economic trends, technological advancements, globalization, demographic changes, and societal values that influence the employment relationship and labor market dynamics.

11. Dynamic delivery Learn to infuse energy into your delivery to leave a lasting impression One of the goals of effective communication is to motivate your audience Metric Measurement Target Actual Audience attendance # of attendees 150 120 Engagement duration Minutes 60 75 Q&A interaction # of questions 10 15 Positive feedback Percentage (%) 90 95 Rate of information retention Percentage (%) 80 85 11

12. Final tips & takeaways Consistent rehearsal Strengthen your familiarity Refine delivery style Pacing, tone, and emphasis Timing and transitions Aim for seamless, professional delivery Practice audience Enlist colleagues to listen & provide feedback Seek feedback Reflect on performance Explore new techniques Set personal goals Iterate and adapt 12

13. Speaking engagement metrics Impact factor Measurement Target Achieved Audience interaction Percentage (%) 85 88 Knowledge retention Percentage (%) 75 80 Post-presentation surveys Average rating 4.2 4.5 Referral rate Percentage (%) 10 12 Collaboration opportunities # of opportunities 8 10 13

14. Thank you Brita Tamm 502-555-0152 [email protected] www.firstupconsultants.com