Industrial Relations1. ADITYA MISHRA (S-324)2. NAZMUL KHAN (S-304)3. PREYAANQA JHA (S-302)4. SHABAN KHAN (S-303)

Introduction to Industrial Relations

Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees and employers management.

EXAMPLE:- AN INDUSTRIAL RELATION AND JOIN CONSULTATION BETWEEN EMPLOYERS AT THE WORK PLACE.

Human Resources

HR departments manage industrial relations in many firms.

•To keep abreast of industrial law legislation and precedents and to advise managers about their responsibilities•To conduct or assist their local negotiations within the plant, or similarly to act as the employer's representative in national negotiations.•To correct the situations which go wrong.

FEATURES OF INDUSTRIAL REALTION

• OUTCOME

• INCLUDES

• COMPLEX MULTI DIMENSIONS

• PARTIES

• PURPOSES

PARTIES

• EMPLOYEES

• EMPLOYER

• GOVERMENT

Trade UnionsUnions support employee rights and help them negotiate for better pay and working conditions through collectively bargaining.

Importance points:-It is an association either of employers or employees or of independent workers.

Employers’ association eg., Employer’s Federation of India, Indian paper mill association, etc.General labor unionsFriendly societiesUnions of intellectual labor eg, All India Teachers Association

Employees Associations

Such organisations support employees in negotiations, lobby governments on their behalf and provide training on issues such as health and safety.

Employment Law

•Indian’s employee rights are defined in more than 40 laws

•The most important and comprehensive is the Employment Relations Act 1986

APPROACHES TO INDUSTRIAL RELATION

• PSYCHOLOGICAL APPROACH

• SOCIOLOGICAL APPROACH

• GANDHIAN APPROACH

• UNITARY APPROACH

• HRD APPROCH

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