INDUSTRIAL RELATION

WHAT IS INDUSTRIAL
RELATIONS ?

 AN ACT OR ART OF CONTROLLING

HUMAN RESOURCES IN EMPLOYMENT.
Industrial elation
ALSO REFERRED AS LABOUR RELATIONS,
LEGAL RELATIONS ETC.

TWO INSEPARABLE LIMBS.

 Employee
Employee

Actors in
IR

Management Government
Government
Management
Relations between the management
of an industrial enterprise and its
employees.

Process by which people and their

organization interact at the place of work to
establish the terms and conditions of
employment
Industrial Relation encompasses all such factors that influence
behaviour of people at work. A few such important factors are
details below:
government, employers, trade unions, unions federation
1. The Employer

2 .Work man,Union

3.Goverment
Nature of Industrial relations
Industrial Relation covers the following area
Collective bargaining
Role of management, unions and government
Machinery for resolution of industrial
disputes.
Individual grievances and disciplinary policy
and practice.
Labour legislation
 OBJECTIVES :

 Congenial Labour mgmt relations

Enhance economic status of the worker
Regulate the production by minimizing industrial
conflict
Socialize industries by making government as
employer
Workers to have a say in management & decision
making
Encourage &develop trade union
Avoid industrial conflict consequences
Industrial democracy
Functions

1. Communication

2.To establish a rapport

3.Industrial conflicts

4. Ensure better workers’ participation

 Functions
1. Communication is to be established between
workers and the management in order to bridge the
traditional gulf between the two.
2.To establish a rapport between managers and the
managed.
3.To ensure creative contribution of trade unions to
avoid industrial conflicts, to safeguard the interest of
workers on the one hand and the management on the
other hand, to avoid unhealthy, unethical atmosphere
in an industry.
4.To lay down considerations which may promote
understanding, creativity and co-operation to raise
industrial productivity, to ensure better workers’
participation?
 IMPORTANCE OF IR

Uninterrupted Production
Reduction in Industrial Disputes
High Morale
Mental Revolution
Reduced Wastage
DIFFERENCE BETWEEN INDUSTRIAL
RELATIONS AND HUMAN RELATIONS :

 Industrial
relations refer to the relations between the
employees and the employer in an industry.
 Human relations refer to a personnel-management
policy to be adopted in industrial organizations to
develop a sense of belongingness in the workers
improves their efficiency and treat them as human beings
and make a partner in industry.
Industrial relations cover the matters regulated by law or by
collective agreement between employees and employers.
 On the other hand, problems of human relations are
personal in character and are related to the behaviour of
worker where morale and social elements predominated.
 To sum up the term “Industrial Relations” is more wide and
comprehensive and the term “Human Relations” is a part of it.
SUCCESS OF IR
a) Top Management support
b) Sound Personnel policies
c) Detailed supervisory training
d) Mutual Trust and Confidence
e) Right Kind of Union Leadership
 TRADE UNION

• Trade union have become an integral and powerful factor in the

contemporary system of production and distribution of goods and services.
 COLLECTIVE BARGAINING

• Collective bargaining is a method by which trade unions protect

,safeguard ,and improve the conditions of their member’s working lives.
 Working conditions ,safety
,health and environment

• Working conditions include all aspects of work : physical, social, economic

technical, legal and human.
 INDUSTRIAL DISPUTE

• It explores various approaches to deal to deal with industrial conflict and

discusses the salient features of the relevant legislation.
 SOCIAL SECURITY

• Social security manifests the the ‘natural desire of communities for

protection from life’s problems ,from uncertainty ,from disease and
deprivation ---against the economic and social distress ----providing
subsidies for families with children.
Grievances and discipline handling

• This deals with the nature ,meaning and various manifestations of

grievance and indiscipline.
 LABOUR LAWS
• 1. Factories Act – 1948

• 2. Industrial Dispute Act – 1947

• 3. Payment of wages Act - 1936

• 4. Maternity Benefit Act- 1961

• 5. Workmen Compensation – 1926

• 6. P.F Act- 1952

• 7. Gratuity Act - 1972

• 8. ESI Act- 1948