INDUSTRIALRELATIONS

DEFINITION

Industrial Relations talks about the relation between employees and employers.

Later on with the advancement the employees organized themselves into trade unions, and therefore today IR has become complicated.

With government rules and regulations in place, now we have three parties in industrial relations.

According to ILO – Industrial relations deal with the relationships between the state and the employers and the workers.

Dominant Aspects of IR

Co-operation:- co-operation between labour and capital.

a) Labour power - workers and employees who man the various industrial establishment.

b) Capital power - the employers who own the company and have full control over its capital.

If any one of them faces problem, then the industry suffers.

Co-operation between the two flows from the pursuit of self- interest of both the parties.

Capital/owners give them employment and certain(good) working condition.

The labour power in return work and provide services to the business establishment.

Dominant Aspects of IR

Conflict- it is inherent in the industrial relations today.

The frequency of work – stoppages, strikes and lock-outs are the occasional expressions of the ever present conflict.

The government machinery’s continuous efforts to prevent disputes is an indication of in-depth problems

Example: the Maruti lock-out at Manesar

International Labour Organization The International Labour Organization (ILO) is a specialized agency of the

United Nations system which seeks the promotion of social justice and internationally recognized human and labour rights.

The International Labour Organization (ILO) is devoted to promote social justice, pursuing its founding mission that labour peace is essential to prosperity.

Objectives:-

Promote and realize standards and fundamental principles and rights at work

Create greater opportunities for women and men to decent employment and income

Enhance the coverage and effectiveness of social protection for all

Strengthen tripartism and social dialogue

Mission

The International Labour Organization (ILO) has the following mission:

To promote opportunities for men and women to obtain decent and productive work, in conditions of freedom, equity, security and human dignity, which is summed up by the expression “Decent work as a global goal”.

ILOILO

ComprisesComprises

STRUCTUREHow the ILO worksSTRUCTURE

How the ILO works

International LabourConference International LabourConference

Governing BodyGoverning Body

International Labour Office International Labour Office

International Labour Conference (ILC) The ILC meets in June every year, in Geneva, and is the highest authority of the ILO. It sets minimum international labour standards and defines the broad policies of the Organization. Every two years, the Conference adopts the ILO’s biennial work programme and budget, which is financed by member States.

The ILC also provides an international forum for the discussion of world labour and social problems.

The ILC elects the Governing Body of the ILO.

International Labour Conference

Each member State has four representatives

One Worker representative

Two Government

representatives

One Employer representative

EmployersEmployers

Tripartite structure of the ILO

The ILO has a tripartite structure unique in the United Nations system, in which employers’ and workers’ representatives – the “social partners” – have an equal voice with those of governments in shaping its policies and programmes.

WorkersWorkers

GovernmentsGovernments

ILOILO

What are international labour standards?

International labour standards are legal instruments drawn up by the ILO’s constituents (governments, employers and workers) which set out basic principles and rights at work.

In many cases, a Convention lays down the basic principles to be implemented by ratifying countries, while a related Recommendation supplements the Convention by providing more detailed guidelines on its implementation.Binding means mandatory as soon as a country has ratified a Convention and integrated it into national law.

CONVENTIONSThese are legally binding internationaltreaties that are subject to ratification

by member States.

CONVENTIONSThese are legally binding internationaltreaties that are subject to ratification

by member States.

RECOMMENDATIONSThese serve as non-binding guidelines.

They can also be autonomous, namely notlinked a Convention.

RECOMMENDATIONSThese serve as non-binding guidelines.

They can also be autonomous, namely notlinked a Convention.

ILS are divided into:ILS are divided into:

How an international labour standard is adopted

A problemis identified

A problemis identified

The Governing Body putsthe subject on the agenda of theInternational Labour Conference

The Governing Body putsthe subject on the agenda of theInternational Labour Conference

The Office prepares alaw and practice report with

a questionnaire on the contentof a possible new instrument

The Office prepares alaw and practice report with

a questionnaire on the contentof a possible new instrument

The report is sent togovernments, employers andworkers for their comments

The report is sent togovernments, employers andworkers for their comments

The Office analyzes thecomments and prepares

its proposed conclusions

The Office analyzes thecomments and prepares

its proposed conclusions

WEG

First discussion of theproposed conclusions at

the Conference

The Office prepares a reportcontaining a summary of thediscussion and the proposed

instrument

The Office prepares a reportcontaining a summary of thediscussion and the proposed

instrument

The report is sent togovernments, employers andworkers for their comments

The report is sent togovernments, employers andworkers for their comments

The Office prepares arevised draft of the

instrument

The Office prepares arevised draft of the

instrument

WEG

Second discussion of theproposed instrument at the

Conference

The instrument is adopted bythe Conference with a

2/3-majority vote

The instrument is adopted bythe Conference with a

2/3-majority vote

GRIEVANCES

When the employee feels that something is unfair in the organization, he is having a grievance.

According to Jucius, “any discontent, or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the organization which an employee feels to be unfair, unjust or inequitable.”

Features of Grievances

Dissatisfaction

It arises out of employment and not personal problems.

It can arise out of imaginary reasons

It may be voiced or unvoiced

It is perceived to the non-fulfilment of one’s expectations from the company

Forms of Grievances

Factual:- when the legitimate needs remain unfulfilled.

Imaginary:- wrong perception, wrong attitude and wrong information.

Disguised:- dissatisfaction for the reasons that are unknown to the employee himself.

Causes

Economic:- wages, bonus, overtime.

Work Environment:- unfair rules, lack of recognition, weak culture.

Supervision:- perceived notions of bias, favortism, caste affiliations, regional feelings.

Work Group:- adjustment problems, alienation, ridicule and humiliation.

Miscellaneous:- violations in promotions, safety methods, transfer, etc.

Effects

On production:- low quality and quantity, wastage of material and machinery and increase in cost of production.

On employees:- increase in absenteeism, turnover, accidents and reduce in the level of commitment, morale.

On the managers:- strains relations, more supervision and control, increase in indiscipline cases, unrest in industry.

Advantages of Grievance Procedure

Management can know the pulse of the employees.

Employees get a chance to ventilate feelings.

Keep a check on the supervisor’s behaviour towards their subordinates.

Moral of the employees would be high.

Discovery of Grievances

Observations

Grievance procedure

Gripe boxes

Open door policy

Exit interview

Opinion surveys

Pre-requisites of Grievance Procedure

Conformity with statutory provisions

Unambiguity

Simplicity

Promptness

Training

Followup

Steps in the Grievance Procedure

Identify grievance

Define correctly

Collect data

Analyse and solve

Prompt redressal

Implement and followup

Thank you Questions Please !!!!!