WHAT IS INDUSTRIAL

RELATIONS ?
• AN ACT OR ART OF CONTROLLING HUMAN
RESOURCES IN EMPLOYMENT.
• ALSO REFERRED AS HUMAN RELATIONS,
LABOUR RELATIONS, LEGAL RELATIONS
ETC.
• ESSENTIALLY : HUMAN RELATIONS –
ADJUSTMENT BETWEEN HUMANS.
• TWO INSEPARABLE LIMBS.
• INTEREST APPARENTLY CONFLICT BUT
COMPLIMENTARY.

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 HUMAN BEING PIVOT OF THIS
RELATIONSHIP:
- EXISTS INDEPENDENTLY
- CAPABLE OF INTELLIGENT THINKING
& RESPONSIBLE ACTIONS.
BROAD DRIVES IN HUMAN NATURE :
• MAN’S INNATE SENSE OF DIGNITY,
• CONSCIOUS OF RIGHTS,
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• SELF ESTEEM.
• COMPLEX EMOTIONS IN SUCCESS.
• OPPORTUNITY & SATISFACTION.
2. SEEKS ESTEEM OF OTHERS
• CRAVES RECOGNITION.
• WANTS TO BE TRUSTED.
• WANTS TO FEEL HIS DIGNITY
RESPECTED.
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3. INSTINCTS OF SURVIVAL:
• CONSCIOUS OF REQUIREMENTS OF
MATERIAL NEEDS,
• FOOD , CLOTHING, SHELTER AND
OTHER NECESSITIES OF SOCIAL
EXISTENCE.
4. SECURITY :
• ASSURANCE AGAINST HAZARDS OF
FUTURE.
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5. SOCIAL INSTINCTS :
• WANTS TO JOIN OTHERS TO SECURE
COMMON INTERESTS.
• TEAM WORK.

6. WHEN THESE ARE SATISFIED, HE IS –

• HAPPY,
• COOPERATIVE AND PRODUCTIVE.
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• OTHERWISE :
• MOROSE,
• AGGRIEVED,
• BITTER.

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TRADITIONAL PRESENT
• LABOUR :
• MASTER-SERVANT • HUMAN RELATIONS
• ILLITERATE • EDUCATED
• NOT CONSCIOUS • AWARE, INFORMED
• ILL MOTIVATED • WILLING/MOTIVATED

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• MANAGEMENT :
• AUTHORITATIVE • COLLABORATIVE
• AUTOCRATIC • DEMOCRACTIC
• PATERNALISTIC • MUTUALITY
• PREROGATIVE • RESTRICTIVE

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• WAGES:
• EXPLOITATIVE • REMUNERATATIVE/
MOTIVATING

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• LABOUR +CAPITAL:
• CONFRONTATIONIST • COOPERATIVE
• FACTORS OF • HUMAN
PRODUCTION

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• WORK
ORGANISATION :
• CENTRALISED • OPEN
• RIGID • FLEXIBLE
• ADJUST TO M/C • HUMAN ANGLE

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• GENERAL :
• TIME AND MOTION • GREATER
STUDY FREEDOM
• LAISSEZ FAIRE • STATE
• PRODN. • WAGE BARGAINING
BARGAINING
• PRIVATE • STATE
ENTERPRISE ENTERPRISE-MIXED
ECONOMY
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• INSECURE : • SECURE :
• PSU ROLE
• SOCIAL
• LEGISLATIONS
• VIOLENCE

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• GOOD IR :
• EFFECTIVE AND WILLING
• COOPERATION OF MGMT. & UNIONS

• POOR IR :
• CONFLICTS
• INDISCLIPLINE
• STOPPAGE OF WORK
• LOW MORALE.

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• BASIS OF IR :
• COMMON TASKS
• WORK / TASK

• GOVERNED BY :
• ORGANISATIONAL REQUIREMENT &
HUMAN CONSIDERATIONS.

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 THEREFORE , OPTIMUM BALANCE : GOOD
IR { EXTERNAL : ENVIRONMENT ALSO}.
• IDEALLY CORDIAL IR IS PERFECT
HARMONY:
• BUT PERFECT UNDERSTANDING FOR ALL
TIMES - A MYTH.
• HUMANLY IMPOSSIBLE TO SINK CONFLICTS
& DIFFERENCES FOR EVER & COMPLETELY.
• PEOPLE WILL HAVE GRIEVANCES,
CONFLICTS & SOME DIFFERENCES.
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• GOOD AND CORDIAL IR DOES NOT PRE-
SUPPOSES TOTAL ABSENCE OF
CONFLICTS.
• THUS : IMPORTANT : URGE ON THE PART
OF BOTH TO SETTLE CONFLICTS BY
MUTUAL UNDERSTANDING.

IF POOR IR - NONE HAPPY

• SEVERAL APPREHENSIONS
• FEARS IN MIND
• POOR MORALE
• TENSION
• THEREFORE, SUFFER MENTALLY &
PHYSICALLY. 17
 ALL DISLIKE TENSION & CONFLICTS.
INHERENT DESIRE & URGE TO END
CONFLICTS & TENSION. THIS IS IMPORTANT
IN HANDLING IR.

AT TIMES PEOPLE PROLONG:

• POLITICAL MOTIVE
• NEGATIVE APPROACH
• MANAGEMENT BY CRISIS
• LEADERSHIP BY EXHIBITION OF
BITTERNESS
• ABSENCE OF COLLOBORATIVE DESIRE.

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 INDUSTRIAL RELATIONS: A
FRAMEWORK
1. QUALITY OF NATIONAL POLITY :
THEREFORE, NATIONAL ATTITUDE
OF CYNICISM.
2. TO DEVELOP CONSTRUCTIVE WORK
ETHOS AS LONG TERM SOLUTION.
• TO EXTEND FAMILY RELATION
CONCEPT TO CO-WORKER
RELATIONS.

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3. INDUSTRIAL MANAGERS TO FIND
BEST MEANS TO OPERATE IN
EXISTING CLIMATE.
4. TO DISTINGUISH BETWEEN UNION
AND EMPLOYEES.
5. THIS DISTINCTION RELULTS IN:
• TU RELATIONS ON INSTITUTIONAL
BASIS.
• EMPLOYEES TREATED AS
CONSTITUENCY THEREFORE,
COMPLETE TU’s.
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6.THEREFORE, NEED TO ESTABLISH SOCIAL
RELATIONSHIP.
• WITH TU’s INVOLVES:
• ASSESSMENT OF STRENGHT/WEAKNESS;
• THEIR CONSCIOUS COUNTERING.
7. INDIVIDUAL RELATIONSHIP : WILL INVOLVE
:-
• FAIR WAGES/TERMS
• GOOD WORKING CONDITIONS
• RESPONSIVENESS TO INDIVIDUAL/GROUP
PROBLEMS.
• CARE & CONCERN FOR EMPLOYEE &
FAMILY – FAMILY FEELINGS

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• CATERING SOCIAL NEEDS OF
EMPLOYEES THROUGH NON-UNION
AGENCIES.
• DIRECT COMMUNICAITON WITH
EMPLOYEES.
8. THIS MODEL WILL LEAD TO:
• STATE OF EQUILIBRIUM BETWEEN
MANAGER & TRADE UNION.
• WILL MINIMISE SHODOWN BASED ON
MISCALCULATION.
• RAPPORT BETWEEN MANAGER &
WORK FORCE.
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• THIS WILL NEUTRALISE SOUR
RELATIONS.
• MUTUAL APPRECIATION OF
POSITIONS : KINSHIP & DEDICATION
DESPITE DIFFERENCES.

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 MECHANISM OF HANDLING &
MAINTENANCE OF INDUSTRIAL
RELATIONS IN NTPC:
• COLLECTIVE BARGAINING RELATED
TO POLICY MATTERS OF WORKMEN
ARE BEING DISCUSSED &
NEGOTIATED WITH THE APEX BODY
AT CORPORATE LEVEL I.E. NATIONAL
BIPARTITE COMMITTEE.
• CONSTITUTION OF NBC:

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 REPRESENTATIVES OF CENTRAL TRADE
UNIONS LIKE INTUC, BMS, CITU ETC. AND
SOME INDEPENDENT UNION
REPRESENTATIVES.
MANAGEMENT SIDE – DIRECTOR (HR), GM
(HR), REGIONAL HEADS OF HR.
PERIODICITY – NO SPECIFIC PERIOD OF
CONDUCTING THE MEETING. IT IS NEED
BASED. MAINLY AT THE TIME OF REVISION
OF WAGE AGREEMENT AND PERKS.
• NATIONAL EXECUTIVE FEDERATION OF
INDIA (APEX LEVEL) AT CORPORATE
LEVEL:
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• ALL THE EXECUTIVE ASSOCIATIONS
OF ALL THE PROJECTS / STATIONS /
REGIONAL HQ ELECT
REPRESENTATIVES FOR NEFI.
• NEGOTIATION: SALARY REVISION,
PERKS ETC. WITH MANAGEMENT.
• SUPERVISOR EMPLOYEES JOINT
COUNCIL (SEJC) AT CORPORATE
LEVEL.
• IT IS NOW NO MORE IN EXISTENCE
BECAUSE OF LOW STRENGHT OF
SUPERVISORS IN NTPC.
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 COMMUNICATION MEETINGS WITH THE
UNION AND ASSOCIATION :
• THERE IS 3 TIER SYSTEM:
1. AT CORPORATE CENTRE LEVEL –
NEED BASED NBC.
2. AT REGIONAL LEVEL – HEADED BY
CONCERNED ED- ONCE IN 3
MONTHS. UNION / ASSOCIATION
REPRESENTATIVES 2 NO. FROM
EACH PROJECT / REGION.
3. AT PROJECT/ STATION LEVEL –
HEADED BY GM – ONCE IN 2
MONTHS. ALL THE HOD’s + UNION/
ASSOCIATIONS OFFICE BEARERS. 27
4. MEETING WITH HOHR – ONCE IN A
MONTH.

PARTICIPATIVE FORUMS:
THE SCHEME “EMPLOYEES
PARTICIPATION IN MANAGEMENT AT
NTPC DADRI” AIMS AT:
1.
• OBJECTIVE : PROMOTING INCREASED
PRODUCTIVITY FOR THE GENERAL
BENEFIT OF THE ENTERPRISE, THE
EMPLOYEES AND THE COMMUNITY.
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• GIVING EMPLOYEES A BETTER
UNDERSTANDING OF THEIR ROLE IN
THE WORKING OF THE INDUSTRY
AND OF THE PROCESS OF
PRODUCTION.
• SATISFYING THE EMPLOYEES’ URGE
FOR SELF- EXPRESSION, THUS
LEADING TO INDUSTRIAL PEACE,
BETTER RELATIONS AND
INCREASED CO-OPERATION.
2. NUMBER OF TIERS: THE SCHEME
WILL BE IMPLEMENTED AT TWO
LEVELS:
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• DEPARTMENTAL COUNCILS.
• JOINT PROJECT COUNCIL.
3. MANAGEMENT & EMPLOYEES
REPRESENTATION:
• THERE WILL BE EQUAL REPRESENTATION
OF EITHER SIDE IN THE COUNCIL.
4. MODE OF REPRESENATION OF WORKERS /
EMPLOYES:
• ANY MODE ON WHICH THERE IS A
CONSENSUS BETWEEN MANAGEMENT
AND THE TRADE UNION/ ASSOCIATION.

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5. NUMBER OF MANAGEMENT & WORKERS’ /
EMPLOYEES REPRESENTATIVES : THE
COUNCILS WILL HAVE 4 REPRESENTATIVES
FROM EACH SIDE.
6. CONSTITUTION OF COUNCILS.
• THE WORKERS’/ EMPLOYEES’ SHOULD BE
REPRESENTED IN SUCH A MANNER THAT
THEY SHOULD COVER DIFFERENT
CATEGORIES OF WORKERS’ AND
SUPERVISORY STAFF. IN ORDER TO
BROADEN THE BASE OF THE SCHEME BY
WAY OF MAXIMISING THE AREA OF
PARTICIPATION AND MUTUAL
UNDERSTANDING, THERE SHALL BE EIGHT
DEPARTMENTAL COUNCIL AND ONE JOINT
PROJECT COUNCIL IN THE PROJECT.

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7. PERIODICITY OF MEETINGS:
• COUNCIL SHALL MEET AS
FREQUENTLY AS POSSIBLE
DEPENDING ON THE EXIGENCIES OF
THE CIRCUMSTANCES.
• JPC SHALL MEET ONCE IN EVERY
MONTH.
• EVERY MEETING SHOULD REVIEW
THE ACTION TAKEN ON THE
DECISIONS OF EARLIER MEETINGS.

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8. NOTICE OF MEETING & LIST OF
BUSINESS:
ORDINARILY, 7 DAYS NOTICE WILL BE
GIVEN TO MEBERS OF THE
PROPOSED MEETING ALONGWITH
AGENDA FOR A MEETING SHALL BE
CONSIDERED AT THE MEETING
WITHOUT HAVING THE CONSENSUS
OF MEMBERS PRESENT IN THE
MEETING.
9. QUORUM: AT LEAST 80% MEMBERS
SHALL BE PRESENT IN EACH MEETING
FOR DISCUSSIONS.
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10. PROCESSING OF DECISION MAKING:
• DECISIONS SHALL BE TAKEN BASED
ON THE CONSENSUS OF MEMBERS.
11. MONITORING OF IMPLEMENTATION
OF DECISIONS TAKEN IN THE
MEETING:
• THE COUNCIL SHALL DECIDE WHICH
MEMBER SHALL BE RESPONSIBLE
FOR MONITORING THE
IMPLEMENTATION OF THE SPECIFIC
DECISION.

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12. EVALUATION: YEARLY EVALUATION
OF THE ACTIVITIES OF THE COUNCIL
SHALL BE MADE AND RECTIFICATION
MEASURES TO BE TAKEN NEXT TIME
SHALL ALSO BE DECIDED.
13. TENURE: THE TERM OF OFFICE
MEMBERS OF EACH COUNCIL SHALL
BE TWO YEARS FROM THE DATE OF
CONSTITUTION OF THE COUNCIL AND
30% OF THE COUNCIL MEMBERS
SHALL RETIRE EVERY YEAR.

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14. FUNCTIONS OF DEPARTMENTAL COUNCIL
: THE DEPARTMENTAL COUNCIL SHALL,
FOR INCREASING PRODUCTION,
PRODUCTIVITY, AND OVERALL EFFICIENCY
OF THE CONCERNED DEPARTMENT’S/
ATTEND TO THE FOLLOWING :
• ASSIST MGMT. IN ACHIEVING MONTHLY /
YEARLY GENERATION TARGETS /
CONSTRUCTION TARGETS.
• IMPROVEMENT OF PRODUCTION,
PRODUCTIVITY AND EFFICIENCY
INCLUDING ELILMINATION OF WASTAGES
AND OPTIMUM UTILISATION OF MACHINE
CAPACITY AND MANPOWER.

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• SPECIFICALLY IDENTIFY AREA OF
LOW PRODUCTIVITY AND TAKE
NECESSARY CORRECTIVE STEPS AT
SHOP LEVEL TO ELIMINATE
RELEVANT CONTRIBUTORY FACTORS.
• TO STUDY ABSENTEEISM IN THE
DEPARTMENTS AND RECOMMEND
STEPS TO REDUCE THEM.
• SAFETY MEASURES.
• ASSIST IN MAINTAINING GENERAL
DISCIPLINE IN THE DEPARTMENT.

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• PHYSICAL CONDITIONS OF WORKING, SUCH
AS LIGHTING, VENTILATION, NOISE, DUST
ETC., AND REDUCTION OF FATIGUE.
• WELFARE AND HEALTH MEASURES TO BE
ADOPTED FOR EFFICIENT RUNNING OF THE
DEPARTMENT, AND ENSURE PROPER FLOW
OF ADQUATE TWO WAY COMMUNICATION
BETWEEN THE MANAGEMENT AND THE
WORKERS / EMPLOYEES PARTICULARLY
ON MATTER RELATING TO PRODUCTION
FIGURES, PRODUCTION SCHEDULES AND
PROGRESS IN ACHIEVING THE TARGETS.

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THANK YOU

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