Industry: Industrial Disputes Act 1947 defines an industry as any systematic activity carried on by co-operation between an employer and

his workmen for the production, supply or distribution of goods or services with a view to satisfy human wants or wishes whether or not any capital hasbeen invested for the purpose of carrying on such activity; or such activity is carried on with amotive to make any gain or profit. Thus, an industry is a whole gamut of activities that are carriedon by an employer with the help of his employees and labours for production and distribution of goods to earn profit. E m p l o ye r : An employer can be defined from different perspectives as: y a person or business that pays a wage or fixed payment to other person(s) in exchangfor the services of such persons. y a person who directly engages a worker/employee in employment. y any person who employs, whether directly or through another person or agency, one omore employees in any scheduled employment in respect of which minimum rates of wages have been fixed.As per Industrial Disputes Act 1947 an employer means:y in relation to an industry carried on by or under the authority of any department of [theCentral Government or a State Government], the authority prescribed in this behalf, orwhe re no authority is prescribed, the head of the department; y in relation to an industry carried on by or on behalf of a local authority, the chieexecutive officer of that authority;In order to

qualify to be an employee, under ESI Act, a person should bel ong to any of thecategories: o those who are directly employed for wages by the principal employer within the premises oroutside in connection with work of the factory or establishment. o those employed for wages by or through an immediate employer in the premises of the factoryor establishment in connection with the work thereof o those employed for wages by or through an immediate employer in connection with the factoryor establishment outs ide the premises of such factory or establishment under the supervisionand control of the principal employer or his agent. o employees whose services are temporarily lent or let on hire to the principal employer by animmediate employer under a contract o f service (employees of security contractors, laborcontractors, house keeping contractors etc. come under this category). E m p l o ym e n t : The state of being employed or having a job. E m p l o ye e : y Employee is a person who is hired by another person or business for a wage or fixed payment inexchange for personal services and who does not provide the services as part of an independentbusiness. y An employee is any individual employed by an employer. y

A person who works for a public or private employer an d receives remuneration in wages orsalary by his employer while working on a commission basis, piece-rates or time rate.Employee, as per Employee State Insurance Act 1948, is any person employed for wages in or inconnection with work of a factory or establishment to which the act applies Lab or m a rket: The market in which workers compete for jobs and employers compete for workers. It acts as theexternal source from which organizations attract employees. These markets occur because differentconditions characterize different geographical areas, industries, occupations, and professions at anygiven time.MEANING AND DEFINATION OF INDUSTRIAL RELATIONAn industrial relations system consists of the whole gamut of relationships between employees andemployees an d employers which are managed by the means of conflict and cooperation.A sound industrial relations system is one in which relationships between management andemployees (and their representatives) on the one hand, and between them and the State on theother, are more harmonious and cooperative than conflictual and creates an environmentconducive to economic efficiency and the motivation, productivity and development of theemployee and generates employee loyalty and mutual trust. The relationship between Employer and employee or trade unions is called Industrial Relation. Harmonious relationship is necessary for both employersand employees to safeguard the interests of the both the parties of theproduction. In order to maintain good relationship with the employees, themain functions of every organization should avoid any dispute with them orsettle it as early as possible so as to ensure industrial peace and higherproductivity. Personnel management is mainly concerned with the humanrelation in industry because the main theme of personnel management is toget the work done by the human power and it fails in its objectives if goodindustrial relation is maintained. In other words good

Industrial Relationmeans industrial peace which is necessary for better and higherproductions.Definition:-i. Industrial Relation is that part of management which is concerned withthe manpower of the enterprise whether machine operator, skilled workeror manager. BETHEL, SMITH & GROUPii. Industrial Relation is a relation between employer and employees,employees and employees and employees and trade unions. Industrialdispute Act 1947iii. While moving from jungle of the definitions, here, Industrial Relation isviewed as the process by which people and their organizations interact atthe place of work to establish the terms and conditions of employment. The Industrial Relation relations also called as labor - management,employee-employers relations. A few notable features pertaining to Industrial Relations are as under: 1. Industrial Relation do not emerge in vacuum they are born of employment relationship in an industrial setting. Without the existence of the two parties, i.e. labour and management, this relationship cannot exist.It is the industry, which provides the environment for industrial relations. 2. Industrial Relation are characterized by both conflict and cooperations.This is the basis of adverse relationship. So the focus of Industrial Relationsin on the study of the attitudes, relationships, practices and proceduredeveloped by the contending parties to resolve or at least minimizeconflicts. 3. As the labour and management do not operate in isolations but are partsof large system, so the study of Industrial Relation also includes vitalenvironment issues like technology of the workplace, countrys socioeconomic and political environment, nations labour policy, attitude of tradeunions workers and employers. 4. Industrial Relation also involve the study of conditions conductive to thelabour, managements co-operations as well as the practices and proceduresrequired to elicit the desired co-operation from both the parties. 5. Industrial Relations also study the laws, rules regulations agreements,awards of courts, customs and traditions, as well as policy framework laiddown by the governments for eliciting co-operations between labour andmanagement. Besides this, it makes an in-depth analysis of the interferencepatterns of the executive and judiciary in the regulations of labourmanagements relations.In fact the concepts of Industrial

Relations are very broad-based, drawingheavily from a variety of discipline like social sciences, humanities,behavioural sciences, laws etc.In fact, Industrial Relation encompasses all such factors that influencebehaviour of people at work. A few such important factors are detailsbelow: 1. Institution: It includes government, employers, trade unions, unionsfederations or associations, government bodies, labour courts, tribunals andother organizations which have direct or indirect impact on the industrialrelations systems. 2. Characters : It aims to study the role of workers unions and employers federations officials, shop stewards, industrial relations officers/ manager,mediator/conciliators / arbitrator, judges of labour court, tribunal etc. 3. Methods : Focus on collective bargaining, workers participation in theIndustrial Relation schemes, discipline procedure, grievance redressalmachinery, dispute settlements machinery working of closed shops, unionreorganization, organizations of protests through methods like revisions of existing rules, regulations, policies, procedures, hearing of labor courts,tribunals etc. 4. Contents : Includes matter pertaining to employment conditions like pay,hours of works, leave with wages, health, and safety disciplinary actions,lay-off, dismissals retirements etc., laws relating to such activities,regulations governing labour welfare, social security, industrial relations