Industrial Relation

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Industrial Relation:

Industrial Relation By: Tushar Panchal

Content :

Content Introduction Nature of IR Importance of IR Approaches of IR Parties to IR IR Strategy IR Decisions Role of HRM


Introduction Productivity improvement Fire-fighting function Catch words – Productivity, Competitiveness, Downsizing, Job-hopping, Union-free plants

Nature of IR:

Nature of IR Concerned with relationship mgt. and workers To protect the interests of employees Concerned with systems, rules and procedures used by unions & employees Role of regulatory mechanism in resolving any industrial disputes .

Continue . . . :

Continue . . . Def:- “Concerned with the systems, rules and procedures used by unions & employers to determine the reward for effort & other conditions of employment.” IR covers:- Collective bargaining Role of Mgt., Union &Govt. Machinery for Ind. Disputes Individual grievance and policy Labor legislation Industrial relations training Related term: Employee relations

Importance :

Importance It is the key for increased productivity in Industrial establishments. Improve worker’s economic conditions To protect managers and workers Uninterrupted production Reduction in Industrial Disputes High morale Mental Revolution Reduced Wastage

Approaches to IR:

Approaches to IR IR is related to – Class conflict, Mutual-co operation and Competing interests of various groups There are mainly three approaches to IR Unitary approach Pluralistic Approach Marxist Approach

Approaches to IR:

Pluralistic Co-operation Conflict Authoritarian Paternalism Unitary Human resource management Systems Evolution Revolution Marxist Control of the labour process Input Conversion Output Conflict (differences) Institutions and processes Regulation (rules) Approaches to organisations Approaches to industrial relations Social action Wider approaches to industrial relations Approaches to IR Labour market Comparative

1. Unitary Approach:

IR is grounded in mutual co-operation, individual treatment, team work and shared goals. Union co-operate with the mgt. & the mgt.’s right to manage is accepted because there is no ‘ we they feeling’ Assumption: Common interest & promotion of harmony……… No strikes are there. It’s a reactive IR strategy. They seek direst negotiations with employees. 1. Unitary Approach

2. Pluralistic Approach:

2. Pluralistic Approach It perceives: Org. as a coalitions of competing interest. TU as legitimate representatives of employee interests. Stability in IR as the product of concessions and compromises between mgt. & unions. Conflict between Mgt. and workers is understood as inevitable. Conflict is viewed as conducive for innovation and growth. Strong union is necessary.

3. Marxist Approach:

3. Marxist Approach Regard conflict as Pluralists… Marxists see conflict as a product of the capitalist society. Conflict arises due to the division in the society between those who own resources and those who have only labor to offer. For Marxist all strikes are political. He regard state intervention via legislation & the creation of Industrial tribunals as supporting mgt’s interest rather than ensuring a balance between the competing groups.

Parties to IR:

Parties to IR Employer-Employee Relations Employees Employee Associations Government Courts & Tribunals Employer Associations Employers

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