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INDUSTRIAL RELATION

IMPACT OF TECHNOLOGY&

HR ISSUES

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IR AND TECHNOLOGY

Rapid state of technological change is creating

vigorous controversy and problems in differentfunctional areas of management specially in thedomain of Industrial Relation.

The two major concerned factors are :1. The impact of technological change on levels of employment and thenature of skills.

2. The growing resistance of trade unions to technological changes .

There are varied types of motivations underlyinginnovations or proposal for change having differentrelevance for industrial relations.

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ContdFollowing are some reasons which have motivated differentorganizations to engage in innovative behavior :

1. In order to minimize labour cost and reduce the supply priceof prospective employees.

2. Automation of production areas where there is a skill

shortage.

3. Changes are more concerned with Product Market ratherthan LabourMarket .

4. To replace worn out and obsolete equipment .

5. Innovations have been introduced by employers toaccomplish administrative purposes.

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TRADE UNION RESPONSE Fear of Unemployment

Redundancy and Problems of Retraining

Major Benefits of Improved Technology

Workers Hardest Hit by Modernization

Negotiated Change

Appropriate Training

Accent on Team Work

Supportive Management Practices

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HUMAN RESOURCE MANAGEMENT

Human Resource comprise the aggregate ofemployees attributes includingo Knowledge,

o Skills,

o Experience and

o Health.

Human resource management is a strategicmanagement function.

It deals witho The human resource aspect of corporate policy

o Formulation of Human Resource Objectives.

o Policies , Procedures and programs for implementing these policies.

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Contd..

The human resource management concept takes theindividual employees while formulating and

implementing its objectives and strategies .

Growth can be only ensured through appropriatecollaboration and amalgamation of various personnelaround organizational goals.

Human beings are the resources that control thefinancial, material, and other resources in anorganization thereby making HUMAN RESOURCEMANAGEMENT an important functional area.

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HR IN EMPLOYEE FUNCTION

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Activity Under HRM Recruitment and Selection.

Training of New Employees.

Motivation and Development of human beings in anorganization.

Looking toward employee problems and grievances.

And, Various essential functions like payrollmanagement, performance appraisal etc.

I fl

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Factors Influencing HR

Available and Required Manpower.

Nature and Type of Human Resources.

Vocational and Professional Standards of manpower.

Value system of the individual and their attitude.

Level of knowledge and skills.

Creativity and Innovation within employees.

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IR AND HRM The HRM approach can help in improving Industrial

Relation.

The HR Managers must create a motivating climate sothat employees commit themselves to work.

The HR managers can contribute to QUALITY OF WORKLIFE which includes fair remuneration , safe andhealthy environment, opportunities for growth etc.

EMPLOYEE RELATION AND HR

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EMPLOYEE RELATION AND HR

I EG A I G I A

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INTEGRATING IR AND HRM The methodology used in HRD approach to Industrial

Relations include diagnosis of the problem and design

of new processes to bring about necessary changes.

Trade Unions should be regarded as partners in theorganizations success and must be regarded as critical

players.

The Unions should assume responsibility for qualityimprovement and participation of workers in important

decisions.

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HR AND IR COORDINATED ACTIVITIES

C d

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Contd Union support is essential for :

o Seeking the support of employees .

o Grievance Handling an related activities.

HR Managers play various role in developing andmaintaining Industrial Relation :

1. Facing and communicating with different Union Leaders.

2. Balancing Several Union demands against one another .

3. Handling personality clashes and Inter-Departmentalproblems.

The relationship between HR department and theUnion Leadership has generally been the mainstay ofIndustrial Relation System.

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IMPROVING IR THROUGH HR In order to improve industrial relation a lot need to be

done through :

1. COMMUNICATION PROGRAMMES.

2. PARTICIPATIVE DECISION MAKING.

3. TRAINING.

4. WORKER PERFORMANCE.

5. COUNSELLING IN PROBLEM CASES.

6. EMPLOYMENT COST REDUCTION.

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