PPTs UNIT IMBA HR02

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MBA HR02

UNIT I

By: Prof. Amit Kumar

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According to International Labour Organization,

Industrial relations comprise relationships

between the state on one hand and theemployers and employees organization on theother, and the relationship among theoccupational organizations themselves.

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According to J.T. Dunlop,

Industrial relations are the complexinterrelations among managers, workers andagencies of the government

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Industrial relations are outcomes of employmentrelationships in an industrial enterprise.

Industrial relations system creates rules andregulations to maintain harmonious relations.

The government intervenes to shape the industrialrelations through laws, rules, agreements, terms,charters etc.

Several parties are involved in the Industrialrelations system.

Industrial relations are a dynamic and developingconcept, not a static one.

Industrial relations include both individualrelations and collective relationships.

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To maintain industrial democracy based onparticipation of labour in the management andgains of industry.

To raise productivity by reducing tendency of highlabour turnover and absenteeism.

To ensure workers participation in management ofthe company by giving them a fair say in decision-making and framing policies.

To establish a proper channel of communication.

To increase the morale and discipline of theemployees.

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To safeguard the interests of the labour as wellas management by securing the highest level of

mutual understanding and goodwill betweenall sections in an industry.

To avoid all forms of industrial conflicts so as

to ensure industrial peace by providing betterliving and working standards for the workers.

To bring about government control over suchindustrial units which are running at a loss for

protecting the livelihood of the employees.

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1. Uninterrupted Production

2. Reduction in Industrial disputes

3. High morale

4. Reduced wastage &

5. Contributes to economic growth and

development

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1. Economic causes

2. Organizational causes

3. Psychological causes:

4. Social causes

5. Political causes

6. Technological Factor &

7. Global factor

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1. Sound personnel policies

2. Participative management

3. Responsible unions

4. Employee welfare5. Grievance procedure

6. Constructive attitude

7. Education and training imparted to the

employees &8. Creating a proper communication channel to

avoid grievances and misunderstandings amongemployees.

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1. Dunlop's System Theory

2. Human relation Theory

3. Psychological Theory

4. Sociological Theory

5. Gandhian Theory

6. Pluralist Theory of Flanders

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Dunlop's model identifies three key factors to beconsidered in conducting an analysis of themanagement-labour relationship:

1. Environmental or external economic, technological,

political, legal and social forces that impactemployment relationships.2. Characteristics and interaction of the key actors in

the employment relationship: labour,management, and government.

3. Rules that are derived from these interactions thatgovern the employment relationship.

4. Focuses on participants in the process,environmental forces and the output

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Delicate and tricky

Handling is radically different

Physiological needs

Safety and security needs &

Egoistic needs- higher order needs, self esteem

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The general impression about a person isradically different when he is seem as arepresentative of management from that of the

person as a representative of labour The management and labour see each other as

less dependable

The management and labour see each other asdeficient in thinking regarding emotionalcharacteristics and inter- personal relations.

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Industry is social world

Various individuals and groups

Difference in individual attitudes and

behaviour create problems Social change cannot be overlooked

Role of state and political parties &

Industrial relations are determined by power

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IR are based on fundamental principles of truthand non- violence

The worker should seek redressal of reasonable

demands only through collective action Strike- peaceful and non- violent method

Avoid strike

Avoid formation of union Strike- last resort &

Voluntary arbitration

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From the very early times, the Indian works ofarts and crafts were badly damaged during theinvasions of foreign invaders, which lasted forabout 700 years. The commercial character ofthe east India Company did not change theconditions of workers. After the abolition of themonopoly of the East India Company in 1883,the British Industrialists and merchants were

able to develop some industries (Cotton, jute,railways, Plantation, Coal, Mines etc.) are tradein India.

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Many other events happened which acceleratedthe pace of industrial relations during the period,

The success of Russian Revolution in 1917. ILO was established in 1919 and it influenced

through its conventions and recommendations.

AITUC was established in 1920.

The happening of Carnatic and Birmingham millsin which Mr. B.P. Wadia was arrested in 1923.

The Workmen's Compensation Act 1923.

In 1924 left wing emerge on the Indian politicalhorizon.

In 1924 labour party govt. was formed in U.K.

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British Industrialists of Lancashire and Birminghamput pressure on govt.

The Indian Trade Union Act 1926 was promulgated.

The Trade Dispute Act 1929 was passed. Royal commission on Labour (1929-31) was formed

which made a comprehensive study of Indian Labourproblems regarding health, safety and welfare ofworkers and made recommendations of far reaching

consequences. The Payment of Wages Act 1936. The minimum wages Act 1948 was passed. The employee State Insurance Act 1948 Was passed. The Factory Act 1948. The employee Provident Funds Act 1952 The payment of Bonus Act 1965 The payment of Gratuity Act 1972.

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The state has an important role to play inindustrial relations. it affects industrial relationsdirectly or indirectly. it affects industrial relationsdirectly through legislations and laws it makeswhile indirectly through the consultations of otheragencies such as ACAS, ER, CROTUM etc. InIndia, the role played by the State is an importantfeature in the field of industrial relations and Stateintervention in this area has assumed a more directform. The State has enacted procedural as well assubstantive laws to regulate industrial relations inthe country.

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The International Labour Organization (ILO) isa United Nations agency dealing with labourissues, particularly international labour

standards and decent work for all. Almost all(185 out of 193) UN members are part of theILO. As of 2012, 185 countries in the UN aremembers of the ILO. The ILO was established

in April 11, 1919. Its First assembly took placein Washington on April 29, 1919.

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There are followings: Full employment and the rising of standards of living. The employment of workers in the occupation in which

they can have the satisfaction of giving the fullest

measure of their skill and make their contribution tothe common well being. The provision, as measure to the attachment of this end

and under adequate guarantees for all concerned, offacilities for training and the transfer of labourincluding migration for employment and settlement.

Policies in regard to wages and bonus and otherconditions of work calculated to ensure a just share ofthe fruits of progress to all and a minimum living wageto all employed and in need of protection.

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Thanks

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PPTs UNIT IMBA HR02