emerging trends in ir 2

7/31/2019 Emerging Trends in Ir 2

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EMERGING TRENDS IN IRAniket Pandey

BBA(LLB) Corparate laws

University of Petroleum Studies

Dehradun


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INDUSTRIAL RELATIONS

Industrial Relation is a relation betweenemployer and employees, employees andemployees and employees and tradeunions.

The Industrial Relation relations alsocalled as

.


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ASPECTS OF IR

LABOR RELATIONSEMPLOYER-EMPLOYEES

RELATIONSHIPSGROUP RELATIONS

COMMUNITY

PROMOTIONSAND

DEVELOPMENT OFHEALTH SAFETY

MAINTAINENCE OFINDUSTRIAL PEACEAND INDUSTRIAL

STRIFE

DEVELOPMENT OFTRUE INDUSTRIAL

DEMOCRACY


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OBJECTIVES OF IRTo safeguard the interest of

labor and management

To avoid industrial conflicts

To raise productivity

Expand industrial democracy

To eliminate lockouts ,strikesetc..

Government interference

Improvement of economicconditions of workers

Rationalizing industries

Vesting of proprietary interest of

the workers


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Justice S.K Das, workmen of Dimakuchi tea estate vDimakuch tea estate:

promotion of measures for securing and preserving

amity and good relations between employer and

workmen.

An investigations and settlement of industrial

distputes between employers and

employers,employers and workemen orworkmens,with a right of representation by registered

trade unionsor a federation of trade unions or an

association of employers or a federation or

association of employers


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preventions of illegal strikes and lock-outs

Relief to workmen in the matter of lay-off and

retrenchment.

Collective bargaining


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Justice krishna iyer in life insurance

corporation of india v D.J Bhadur:

the industrial disputes act is a benign

measure which seeks to pre empt industrial

tensions, provide the mechanics of dispute

resolutions and set up the infrastructure so

that the energies of partners in productionmay not be dissipated in counter-productive

battles and assurance of industrial justice may

create a climate of goodwill .


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IMPORTANCE OF IR

UNINTTERUPTED PRODUCTION

REDUCTION IN INDUSTRIAL DISPUTES

HIGH MORALE

MENTAL REVOLUTION

NEW PROGRAMMES

REDUCE WASTAGE


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FACTORS OF IR

HISTORYOF

INDUSTRIAL

RELATIO

NS

ECONOMIC

SATISFACTION

SOCIALAND

PSYCHOLOGICAL

FACTOTS

OFFTHEJOB

CONDITIONS

ENLIGHTED TRADEUNIONS

NEGOTIATION

SKILLSAND

ATTITUDES OF

MANAGE

MENTAND

WORKERS

PUBLICPOLICYLEGISLA

TION

BETTEREDUCATION

NATUREOF

INDUSTRY


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FUNCTIONS OF IR

Administration, including overall organization,supervision and co-ordination of industrial relations

policies and programmes.

Liaison with outside groups and personneldepartments as well as with various cadres of the

management staff.

The drafting of regulations, rules, laws or orders and

their construction and interpretation.


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Position classification, including overall direction ofjob analysis, salary and wage administration, wage

survey and pay schedules.

Recruitment and employment of workers and other

staff.

Employment testing, including intelligence tests,

mechanical aptitude tests and achievement tests.

Placement, including induction and assignment. Training of apprentices, production workers,

foremen and executives.


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Employee counseling on all types of personnelproblems-educational, vocational, health or behavior

problems.

Medical and health services.

Safety services, including first aid training.

Group activities, including group health insurance,

housing, cafeterial programmes and social clubs.

Suggestion plans and their uses in labor, managementand production committees.

Employee relations, specially collective bargaining

with representatives and settling grievances.


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Public relations.

Research in occupational trends and employee

attitudes, and analysis of labor turnover.

Employee records for all purposes.

Control of operation surveys, fiscal research and

analysis.

Benefit, retirement and pension programmes.


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FUNCTIONAL REQUIREMENTS FOR

A SUCCESSFUL IR PROGRAMMTOP LEVEL MANAGEMENT

SOUND PERSONNEL POLICIES

ADEQUETE PRACTICE SHOULD BE DEVELOPED BYPROFESSIONALS

DETAILED SUPERVISORY TRAINING

FOLLOW-UP RESULTS


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EFFECTS OF POOR IR

Multiplier effects

Fall in normal tempo

Resistance of change

frustration and social cost

MULTIPLIER EFFECT

FALL IN NORMAL TEMPO

RESITANCE OF CHANGE

FRUSTRATION AND SOCIAL COST


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EMERGING TRENDS IN IR Competition on the basis of cheap leabor

Disinvestment

Deregulation

New actors and the emerging dynamics

Pro labor and pro investor policies

Declining TU density

Workers militancy replaced by employers militancy

Industrial conflicts

Collective bargainings


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COMPETITION ON THE BASIS OF

CHEAP LABOUR

Globalization and increased competition has lead toless strikes, lockouts and less man days lost due to

strikes. Also now in the era of knowledge industry

employees are educated and thus dont believe in

violent activities. They are having responsibilities in

cut throat competition and also are aware of their

rights well leading to decline in strikes. Employers

also avoid lockouts because decline in production foreven hours results in heavy losses so forget about

days or weeks.


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DISINVESTMENT

It changes ownership, which may bring outchanges not only in work org and employment but

also in trade union (TU)dynamics.

It changes the work organization by necessitatingretaining and redeployment.

It affects the right of workers and Trade unions,

including job/union security, income security, and

social security.


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DEREGULATION

it is tried to ensure that pubic sector/ government

employees receive similar protection as is provided

in public/government employment. The worst

affected are the pension provisions. this means,usually a reduction in pension benefits and an

uncertainty concerning future provision of pension

benefit due to:

The absence of government guarantees

Falling interest rates

X Investment of pension funds in stock markets

NEW ACTORS AND EMERGING


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NEW ACTORS AND EMERGING

DYNAMICSEarlier IR was mainly concerned with Trade unions, mgt

and government but now consumers and the

community are also a part of it. When the rights of

consumers and community are affected, the rights of

workers and unions and managers / employers take aback seat. Hence there is ban on bandh and

restrictions even on protests and dharnas.

Increasingly Trade unions are getting isolated and see

a future for them only by aligning themselves with theinterests of the wider society.


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PRO-LABOUR PRO INVESTOR

POLICIESThis leads to decline in strength and power of Trade

unions if not in numbers. Unions have to make

alliances with the society, consumers and community

and various civil society institutions otherwise theywill find themselves dwindling.


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DECLINING TU DENSITY

In government and public sectors workforce isdeclining because of non-filling of vacancies and

introduction of voluntary / early separation schemes.

New employment opportunities are shrinking inthese sectors.

In the private sectors particularly in service and

software sector, the new, young, and female workers

are generally less eager to join unions.


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Workers militancy replaced by

employer militancy


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DUE TO INDUSTRIAL CONFLICTIn 1980-81 man days lost = 402.1 million

In 1990-91 man days lost = 210 millionNot because of improved IR but because of the fear

of job security, concern about the futility of strikes,

and concern to survive their organization for their

income survival.Trade unions have become defensive evident from

the fact that there is significant shift from strikes to

law suits. Instead of pressing for higher wages and

improved benefits, Trade unions are pressing for

maintenance of existing benefits and protection and

claims over non-payment of agreed wages and

benefits.


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COLLECTIVE BARGAINING

Collective bargaining is a process of negotiations betweenemployers and the representatives of a unit of employees

aimed at reaching agreements which regulate working

conditions.

Total number of strikes and lockout have declined since 2000-04

In 2003 it was 552 and in 2004 it went down to 477.

As regards women working on night shifts, The Factories

(Amendment) Bill 2005, was under consideration to provide

them flexibility and safety.

Also, to simplify the procedure for managements to maintain

registers and filing returns, an amendment of Labour Laws

(Exemption from Furnishing returns and maintaining Registers

by Certain Establishments) Act 1988, was under consideration.


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YEARS NUMBER

STRIKES

MANDAYS

LOST

STRIKES IN

MILLIONS

NUMBER

LOCKOUTS

MANDAYS

LOST

LOCKOUTS

IN

MILLIONS

TOTAL

NUMBER

TOTAL

NUMBER

OF

MANDAYS

LOST

1994 808 6.7 393 14.3 1201 21.0

1995 732 5.7 334 10.6 1066 16.3

1996 762 7.8 403 12.5 1166 20.3

1997 793 6.3 512 10.7 1305 17.0


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SUGGESTIONS TO IMPROVE IRA. Both management and unions should develop

constructive attitudes towards each otherB. All basic policies and procedures relating to Industrial

Relation should be clear to everybody in the

organization and to the union leader. The personnel

manager must make certain that line people willunderstand and agree with these policies.

C. The personnel manager should remove any distrust

by convincing the union of the companys integrity

and his own sincerity and honesty. Suspicious,

rumors and doubts should all be put to rest.


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D. The personnel manager should not vie with the unionto gain workersloyal to both the organization. Several

research studies also confirm the idea of dual

allegiance. There is strong evidence to discard the

belief that one can owe allegiance to one group only.E. Management should encourage right kind of union

leadership. While it is not for the management to

interfere with union activities, or choose the union

leadership, its action and attitude will go a long waytowards developing the right kind of union leadership.

Management gets the union it deserves is not just

an empty phrase


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THANK YOU

emerging trends in ir 2

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