Once upon a time….long long ago before the times of
Google, Facebook & Twitter…..
There were Upanishads, Shastras, Kingdoms, Kings, Administration, Business,
Parishram,
People, Values, Ethics, Rules & Regulations
And there are HUMAN RELATIONS
…..So does the INDUSTRIAL RELATIONS
Its all about Attitudes, Behaviour, Understanding of rulers & the ruled, Employers & Employees, Master & Servant at home, Morale & Dignity, Sense of Devotion, Implicit faith &
Reliance on good human relations, Equity & Justice, its implications
from Kingly level to the lowest societal strata of those times.
17th & 18th Century, India
was Industrial
workshop of the world.
India supplied to world
markets – Europe, West
Africa, Middle East, Central
Asia, Japan etc.- goods
related to cottage industry
No large scale industry &
industrial activity
confined to Cottage
industry – No Employer –
Employee relationship
Industrial Policy of
British Govt. – anxious to
establish market for
their own goods in India
British Govt. keen
interest in export of raw
materials from India
Policy of Laissez Faire
discourage dev. of any
Industry in India till mid
19th century
1850’s - Industries started coming up
1853 - Cotton Mill – Mumbai - 264 mills by World War I
1853 - Jute Mill – Calcutta - 64 by 1913 - 14
1860 – 75 - Coal Mines, Rail Road
1911 – Tata Iron & Steel Industry
1912 – 869643 Registered Factories Employees
Till 1947 – Financial Capitalism
• Dominant Control over Banking System, &
• Capital Investment undertaken by Britishers
Direct private foreign investment in India in coal and
mining companies, jute mills, tea, coffee & rubber
plantations & sugar.
Loans raised by the secretary of State in England on
behalf of Indian government and by semi- public
organizations for investment in railways, ports,
irrigation, electricity and other sectors.
Condition of Indian Labour worse than in counterparts in
foreign land.
Employment & Working Conditions were far from
satisfactory.
Environment – Insanitary, Unhygienic, disease,
malnutrition, had no shelter, under clothed.
Struggled to exist against poverty.
Exploitation by the Capitalist employers was at a very y
high pitch.
Workmen’s Compensation Act, 1923 Trade Unions Act, 1926
The Payment Of wages act, 1936 Industrial Employment (Standing Orders) Act, 1946
Industrial Disputes Act, 1947
Indian Factories Act, 1948 Employee State Insurance Act, 1948
The Minimum Wages Act, 1948
Behavioral Scientists & Academic Research workers in India studies in the field of Human Relations during 1950s
5th Five Year plan Focus on workers participation, Shop Councils
communication systems, productivity linked incentive schemes
7th & 8th Five Year Plans Emphasis on fundamental issues
of Employment, Manpower Planning, Labour Policy & Human Resource Development
And then the Globalisation happened......
With globalisation, everything moves closer together, converges, shrinks.
Labour Officer
Establishment Officer
Welfare Officer
Industrial Relations Officer
Personnel Officer
Human Resource
Officer
Strategic Partner
The Journey of HR Professional
“Hi..
bubbly, fluttery beautiful butterfly.
Not seen for a while.
Where have you been to…
Got to know that you were on a
Learning Safari!!!
We are all the party to IR &
our role is to -
a. Redress bargaining advantage on one-on-on basis b. Secure better terms & conditions for members c. Obtain improved work conditions for workers d. Increase democratic way of decision making at
various levels
a. Creating & sustaining employee motivation
b. Ensuring commitment from employees
c. Negotiating terms & conditions of employment with TU leaders
d. Sharing decision making with employees
Labour Policies
Labour lLws
Industrial Tribunals
Wage Boards
Industrial Relations
policy
Similar to those as
proposed by our
King for the Animal
Kingdom
IR is a Perspective thing
Industrial Relations (IR) is the study of the laws, conventions and institutions that regulate 'the workplace'. It is a fundamentally important aspect of our way of life, our culture and our society. Industrial relations means different things to different people.
Safeguard the Worker &
Management Interests
Avoid Industrial Conflict & Maintain
Harmonious Relationships
Un-interrupted Production -
Reduced Absenteeism &
Wastage
Training Facilities, Efficiency
Development & Increased
Productivity
Employee Participation / Participative
Management / Partners in Progress
Economic Stability of the workers –
Better Labour Welfare Facilities
Socialization or Rationalization of
Industries – Control Exercised by the
State
Thought Maturity & Maintenance of Industrial Peace
Causes of Poor
Industrial Relations
Economic
Causes
Organizational &
Social
Causes
Psychological &
Political
Causes
Sound Personnel Policies
Participative Management
Responsible Unions
Employee Welfare Well established &
Administered Grievance Procedure
Constructive Attitude of
Management & Trade Unions
Channels of Employee
Communication
Industrial Relations can be improved
through…
Hope you understood the context & the
concept of IR…
Yes, I do….and let
me summarize the
Industrial
Relations System
An Industrial Relations System consists of 3 elements:
1. Environmental Context (Technology, Market Pressure, Legal Environment)
2. Participants (Employees, Unions, Management, Government)
3. “Web of Rules” (Process by which Labour and Management interact)
Hmmm… Very Good
An effective Industrial
Relations system does not
eliminate conflicts, rather
it provides with an
initiation that minimizes its
effect on management,
society and employees.
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