Industrial relationPresentation

WAQAR AHMED CHANNA2k13/bba/169

Industrial Relation & Human resource

Industrial Relation : The term ‘Industrial Relations’

(IR) is made up of the two words ‘Industry’ and ‘Relations.’

It simply means the relationships that exist between the stakeholders within the industry.

OR It is essentially the

relationship between management and labor.

Human resource: Human resources may be

defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s workforce.

In the organizational context, HRM refers to the utilization of human resources in order to achieve organizational goals and objectives.

IR There are Four Important

Parties(stakeholders) relationship in the industry ;

• Employees • Employer • Trade Unions• And Government

The Implementation Of HRM Policies Results In IR.

HR There are only Two

Important Parties Viz: • Employee • And Employer.

Formulation of Objectives, Policies ,Procedure and Programs Of Human Resources and Implement them.

IR The Sound IR contributes to the

Organizational Goals. The Unsound IR result In Industrial Conflicts Demanding for change and Reformulation of HRM Objectives and Goals.

Employees Contact even the Top Management as a Group.

Collective Bargaining and forms of Industrial conflicts are Resorted To ,To Solve the Problems.

HR Reformulates the Objectives,

Policies etc ,Based on Industrial Conflicts which are the Outcome of Unsound Industrial Relations.

Individual Employee Contacts with the immediate Superior.

Grievance And Disciplinary Procedures are Resorted To, To Solve the Employee-Employer Conflicts.

IR Objectives & HR Objectives To promote and develop

congenial labor management relations.

To enhance the economic status of the worker by improving wages, benefits and by helping the worker in evolving sound budget.

To regulate the production by minimizing industrial conflicts through state control.

To help the organization reach its goals.

To ensure utilization and maximum development of human resources.

To ensure respect for human beings. To identify and satisfy the needs of individuals.

To socialize industries by making the government as an employer

To provide an opportunity to the workers to have a say in the management and decision-making.

To improve workers’ strength with a view to solve their problems through mutual negotiations and consultation with the management.

To provide the organization with well-trained and well-motivated employees.

To increase to the fullest the employee’s job satisfaction and self-actualization.

To develop and maintain a quality of work life.

To be ethically and socially responsive to the needs of society.

To encourage and develop trade unions in order to improve the workers’ strength

To avoid industrial conflict and their consequences.

To extend and maintain industrial democracy.

To develop overall personality of each employee in its multidimensional aspect.

To enhance employee’s capabilities to perform the present job.

To equip the employees with precision and clarity in trans¬action of business.

To inculcate the sense of team spirit, team work and inter-team collaboration.

FUNCTIONS OF IR & HR

Communication is to be established between workers and the management in order to bridge the traditional gulf between the two.

To establish a rapport between managers and the managed.

Manpower planning

Recruitment & selection

of employees

Employee education,

training and

development

Continue… To ensure creative

contribution of trade unions to avoid industrial conflicts.

To avoid unhealthy, unethical atmosphere in an industry.

Better workers’ participation, to raise the industrial productivity.

Compensation &Benefits

(Employee motivation)

Performance Appraisal

(Employee evaluation)

Industrial relations

Provision of employee

services (safety &Health

Benefit)

Factor affecting on IR & HR Institutional Factors State policy, labour laws,

collective bargaining agreement, labour unions.

Economic Factors Type of business

organization sole proprietorship, partnership, MNC, Govt Economic Policies, labour supply in market.

Size of the workforce.

Rising employees’ expectations

Drastic changes in the technology as well as Life-style changes

Continue………. Social Factors Cast, colour, social values,

norms, social status.

Technological Factors

Introduction of new and improved technology.

Psychological Factors

Owners attitude, perception of workforce, motivation, morale.

Composition of workforce. New skills required.

Environmental

challenges. Lean and mean

organizations.

Continue……….

Political Factors Political system, system of

government political philosophy, attitude of government towards trade unions.

Global Factors international relations,

global conflicts, international labour agreements.

Downsizing and rightsizing of the organizations.

Culture prevailing in the organization etc.