D.

JANAKI
IST YEAR M.A.HRM
oMEANING.
oDEFINITION.
oSCOPE.
oROLE OF STATE IN REGULATING.
oJUDGE AND JURY.
oSTATE GOVERNMENT LABOUR POLICY.
oAPPROACH.
oWORKERS PARTICIPATION IN MANAGEMENT.
oWORK COMMITTEEES.
oJOINT MANAGEMENT COUNCIL.
Industrial relations has become one of the most delicate and
problems of modern industrial society. Industrial progress is
implict without labour management co-operation and
industrial harmony. Thus,it is in the interest of all to create and
maintain good relationship between employers and employees.
According to DALE YODER, "the industrial relations refers to
the whole field of relationships among the human relationships
that exist because of the necessary collabration of men and
women in the employment process of modern industry".
1. Labour relations.. I.. e.. Relations between management and
labour union.
2. Employer- employee relations... I. e.., relations between
management and employees.
3. The role of various parties viz.,employers, employee and
state in maintaining industrial relations.
4. Promotion and development of healthy labour –management
relations.
5. Development and growth of industrial democracy.
The industrial relations processes and the relationships
between employees and employers.
The government and its agencies through the government’s
construction , passing and implementation of relevant industrial
relations law ,policies , regulation etc.
The legal framework within which industrial relations must
function is determined by the government or its agencies.
These includes things such as trade union representatives
employers and select employees.
The legal framework can be the legal limitations imposed on a
employer/employee relationship.
The government can also become directly or indirectly involved in
the industrial relations processes when boundaries are overstepped or
negotiations go away.
The government could become involved in, for example, settling
and industrial relations dispute in court , or adjusting or amending a
policy.
Proven itself flowed, outdated or newly irrelevant following the
outcome of a certain case or set of negotiations.
The labour and industrial policies are always subject to change
depending upon the political parties elected to exercise power of
administration.
It must be understood by the various political parties that irrespective
of their party affinity every party.
Government must introduce incentive schemes when there has been
no dispute in a particular industrial establishment.
This will facilitate the government to act as a counselling authority to
educate both the employees and management.
The government after pacifying the workers and management to
restore their relationship should follow up the matter.
Psychological Approach.
Sociological Approach.
Human Relations Approach.
Giri Approach.
Gandhian Approach.
Bipartities Approach.
According to Keith Davis, “Participation refers to the mental and
emotional involvement of a person in a group situation which
encourages him to contribute to group goals and share in the
responsibility to achieve them”.
Workers have idea which can be useful.
Upward communications facilitates sound decision-making.
Workers may accept decisions better if they participate in them.
Workers may work more intelligently.
Workers may work harder if they share in decisions that affect them.
Workers participation may act as a spur to managerial efficiency.
According to the Indian Labour Conference (1959) works
committees are concerned with:
 Condition such as ventilation ,lighting , temperature and
sanitation including latrines and urinals.
 Administration of welfare and fine funds.
 Educational and recreational activities.
 Promotion of thrift and savings.
 Safety and accident prevention , occupational diseases and
protective equipment.
 These council were set up in 1958 consequent upon the
acceptance of socialistic pattern of society.
 These consists of equal representatives of management
and workers, not exceeding twelve , at the plant level in
selected industrial units.
The units should employ at least five hundred workers
should have a well established and strong central
organisation of employees union.
They should have a record of good industrial relations.