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INDUSTRIAL RELATIONS

CONCEPT

Relationship B/W Management & Employees

Of An Industry.

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DIFFERENT ROLES IN INDUSTRIAL 

RELATIONS

Employees-Pillars

Trade Unions-Employee

RepresentativeBody

Management-Style

Government-Mediator

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THE MANAGEMENT

     The exploitative authoritative style 

     The benevolent authoritative 

     Consultative management style 

     Participative Style.

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EMPLOYEES

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GOVERNMENT

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OBJECTIVES OF IR

To safeguard the interest of labor & management 

To develop & secure mutual understanding 

To maintain industrial peace & harmony To improve standard of living of worker 

To increase productivity 

To ensure discipline 

To provide basic framework of management 

To improve bargaining capacity of workers 

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INDUSTRIAL DISPUTE

PREVENTION MACHINERY 

ÆW orker participation 

ÆEmployee grievance redress machinery 

ÆVoluntary arbitration 

Æ Conciliation 

Æ Court of enquiry 

Æ Tripartite bodies 

Æ Adjunction-labor courts, industrial & national tribunals 

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CONCEPT OF COLLE C TIVE BARGAINING

Term coined by Sydney W ebb and Beatrice W ebb 

Collective equivalent to individual bargaining  Aim at a win-win situation 

Common interest of employees and the organization 

should be taken into consideration 

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Concept Of Workers Participation In

Management

Provides an opportunity to the workers to take part in 

the management decision making.

W orkers participation is adopted and practiced  differently in different organization.

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Concept Of Workers Participation In

Management

 According to Arun Monappa and mirza saiyadain, the 

degree of influence that workers are allowed to exercise 

can be classified into five levels:

I nformative participation 

Consultative participation 

 Associative participation 

 Administrative participation 

Decisive participation 

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 ADVANTAGES

  Aids two way communication-better flow of ideas and   opinions 

Employee friendly policies with minimum resistance 

Physical as well as intellectual contribution to the organization-moral boost up 

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Workers Committees

Basic Objective:

iTo promote measures for maintaining harmonious relation in work place.

iTo sort out differences on employment related issues between management and workers 

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Workers Committees

F unctions:

 Á Discussion of working condition such as lighting ,ventilation,

sanitation etc.

 Á Discussion on basic amenities such as supply of drinking water ,canteen facilities, medical services ,administration of   

welfare fund.

 Á To promote measures to secure and preserve harmonious industrial relations in organization.

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 JOINT MANAGEMENT COUNCILS

     The  I ndian Labor conference in its 15 th  session in 1957 

accepted in principle the idea of setting up Joint 

Management council in I ndia.

     Basic Objective that were identified:

Promoting cordial industrial relation 

Enhancing the operational efficiency of workers 

Providing welfare facilities to workers 

Educating workers to contribute effectively to such schemes 

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Employee Relationship

Management

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The Importance of Studying Industrial Relations, Human

Resource Management and Employment Relations.

It affects our everyday life.

It affects the company- whether the company

makes profit or goes bankrupt.

Workers-

 ± how much they earn and feed their family,

income of the household, living wage, students

education (how much your parents can pay foryour fees) and health, retirement age, etc.

 ± what conditions are they working under.

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What is meant by Employment

Relations (ER)?

 ± It is combination of Industrial Relations (IR)

and Human Resource Management (HRM)

 ±

It is a much wider concept to encompassboth IR and HRM

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Strategic Importance of Employee

Relations

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Improve productivity & ensure implementation

of organizational strategies

Reduce employment costs and help employees

grow and develop

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Five Key Dimensions of Employee Relations

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Good Employee

Relations

Employee

Development

Employee

Communication

Employee

Rights

Employee

Discipline

Employee

Counseling

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Open-Door Policy

A policy of encouraging employees to come

to higher management with any concerns.

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What is industrial relations?

Definition importantsetting the scope of study.

Many attempts at definition:

 ± from job regulation to social relations at work.

Challenges to the discipline:

 ± rise of non-unionism

 ± growth of human resource management (HRM)

A broad definition:

Industrial relations encompasses a set of 

phenomena, both inside and outside the workplace,concern with determining and regulatingemployment relationship

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What is industrial relations ?

An act or art of controlling human resources inemployment.

Also referred as human relations, labour relations,

legal relations etc. Essentially : human relations adjustment between

humans.

Two inseparable limbs.

Interest apparently conflict but complimentary.

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What is industrial relations? (cont.)

IR Covers:

Collective Bargaining

Role of management, Unions and govt. Industrial disputes and resolution

Grievances and discipline

Labour legislation

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HISTORY OF INDUSTRIAL RELATIONS

CONCEPT Roots go back to Industrial revolution of late 18th and early

19th century. Before that the greater share of economic activity was in

agricultural sector Impact of Industrial revolution:

 ±

Mechanizations ± Mass production at low cost ± Specialization of functions ± Higher capital requirements ± Evolution of entrepreneurial elite ± Unhygienic, harsh working and living conditions ± Increased mobility of workers

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R  elationship Management 

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OVERVIEW 

The art of relationship management is not anentirely new one. In fact, it has taken on manyforms, addressing specific organizational

constituencies (customers, channel partners,specialized service providers, employees,suppliers, etc). The most obvious being CRM(customer relationship management), that

focuses on improving top-line growth bymaximizing an organization's ability to identifysales and business opportunities with itscustomers.

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IMPORTANCE 

comprehensive and simple framework thatsupports people and organizations inrepeatably/consistently

Mapping and understanding collaborativeprocesses and networks within and across

organizational boundaries

Benchmarking collaborative capability

Identifying and selecting the best partners andcollaborators to minimize risk and

improve agility of the business network

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IMPORTANCE 

Understanding and deploying collaborativebest practices

Aligning and leveraging new and existing

business relationships to business objectives

Accelerating/Facilitating the adoption of business change related to processes, policies,

systems and culture changes Accelerating decision making resulting in

improved corporate responsiveness tochanging market conditions[

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