INDUSTRIAL

RELATIONS

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INDUSTRIAL RELATION EVOULTION

Paternalism
Personnel department
Record keepers
Scientific management
Growth of trade unionism
Govts intervention & legislative measures
Industrial relations department

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SIGNIFICANCE OF INDUSTRIAL
RELATIONS
To help in economic progress of a country.
To help in establishing & maintaining true
industrial democracy.
To help management both in the formulation
of informed labour relations & policies
To encourage collective bargaining and
boost morale of workers.
To help Govt in making laws forbidding
unfair practices.
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FUNCTIONS OF IR
EMPLOYEE-EMPLOYER
RELATIONS
wages & salary admn
career prospects
retirement benefits
grievance handling
training &
development
counseling
compensation on
accidents

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LABOURMANAGEMNT
RELATIONS
recognition of union
collective bargaining
industrial disputes
tripartite dispute
settling
welfare measures
health & safety

FUNCTIONS OF IR (cotd..)
INDUSTRIAL PEACE & INDUSTRIAL
PRODUCTIVITY
DEMOCRACY
Improve union mgmt
Humanism in industry
relation
Focus on employees
Avoid strikes & goSocial orientation in
slow tactics
b/s
Prevent lock-outs &
Public relations
lay offs
Participative
Upgrade technology
management
Secure employee coFormation of works
op
committee
Minimise loss of
mandays/year
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FUNCTIONS OF IR (cotd..)
LIAISON FUNCTIONS
Formulation of IR policy.
Employee-attitude survey.
Liaison with local Govt
authorities like labor
officers.
Liaison with state & central
Govt industrial department.
Participation in labour
conferences.
Formulation of labour &
industrial policies.
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PRINCIPLES PROMOTING SUCCESSFUL

INDUSTRIAL RELATIONS
1. Top management support
2. Sound personnel policies
3. Professionalism in management
4. Supervisory training
5. Objective evaluation

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INTERNATIONAL LABOUR
ORGANISATION
SCOPE
LABOUR RELATION
UNION MANAGEMENT RELATIONS
INDUSTRIAL RELATIONS

FOCUS
symbolises social justice, international peace
and human dignity. it was set up in APRIL
19,1919.its focus is to improve the working
conditions of labour.ILO was born as a results of
Versailles treaty at the end of first world war.
ILO

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OBJECTIVES OF ILO
Contained in the following 3 documents:
Preamble to its constitution
Article 427 of Peace Treaty of Versailles-1919
Philadelphia Declaration of 1944
The basic objectives:
Provide social justice to workers
Avoid injustice,depreviation & exploitation of
labour.
Build up humane working condition
World peace.

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PRINCIPLES OF ILO
Labour is not a Commodity
Freedom of Expression & Association Essential
Poverty is a Threat to Prosperity
Fight War against Want by joint efforts by govt.,

management & workers together on equal

status
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REVISED OBJECTIVES
Full employment & Raising Living Standard of Workers
Employing Workers on job for which they have

adequate skill & satisfaction to work

Providing T&D facilities to achieve the above objective
Provide a fair share of profit as compensation
Recognize Collective Bargaining
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REVISED OBJECTIVES
Social Security & Medical Cover
Protect Life & Health Of Employees
Child Welfare & Maternity Protection
Nutrition, Housing & Recreation Facilities
Quality Education & Vocational Opportunity
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LABOUR LEGISLATION
Type Of Legislations:
Laws on Working
Conditions
Laws on Wages
Laws on Industrial
Relations
Laws on Social
Security

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TYPE OF LEGISLATIONS:
LAWS ON WORKING
CONDITIONS
Factories Act
Shop and
Establishments Act
Mines Act
Plantation Labour Act
Indian Merchants
Shipping Act
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LAWS ON WAGES

Minimum Wages Act

Payment Of Wages
Act
Payment of Bonus
Act
Equal Remuneration
Act

TYPE OF LEGISLATIONS:
Laws on Industrial
Relations
Industrial Dispute Act
Indian Trade Union
Act
Industrial
Employment Act

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Laws On Social
Security
Workers
Compensation Act
Maternity Benefit Act
Employee Provident
Fund
Payment Of Gratuity
Act
Employees State
Insurance Act

INDUSTRIAL DISPUTES
According to Sec. 2(k) of the Industrial Disputes
Act
Industrial Dispute means any dispute or difference
between employers and employees or between employers
and workmen, or between workmen and workmen, which
is connected with the employment or non-employment or
the terms of employment or with the conditions of labour
of any person.

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CAUSES OF INDUSTRIAL DISPUTES

Economic causes
Managements attitude to labour
Government machinery
Other causes

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ECONOMIC CAUSES
Wages
Dearness allowance and bonus
High Industrial profits
Working conditions and working hours
Modernisation & Automation of Plant and
Machinery
Demand for other facilities

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MANAGEMENT CAUSES
Denial recognition to trade union
Defective recruitment policies
Irregular layoff and retrenchment
Defective leadership

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GOVERNMENT MACHINERY
Enactments are inefficient and unsatisfactory
i. Irrelevance in the context of challenges of
present industrial / culture
ii. Improper and inadequate implementation by
many employers
iii. Incapability of understanding and answering
imperatives of development
Little confidence over settlement machinery
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OTHER CAUSES
Preferential treatment to trade unions
Trade unions are weak
Political instability, centre state relations
Corruption, Conspicuous consumption,
permissive society , character crisis etc
have led to industrial unrest
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TYPES OF DISPUTES
Dispute of rights
Dispute of interest

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PREVENTION AND SETTLEMENT OF

DISPUTES
VOLUNTARY LEVEL
1.Collective bargaining
2.Voluntary arbitration

STATUTORY LEVEL
1.Giving a list of unfair labour practices and making

them punishable
2.Regulating strikes and lockouts
3.Laying down law relating to layoff, retrenchment
and closure
4.Prohibiting change in conditions of service of
worker
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AUTHORITIES FOR SETTLEMENT OF ID

Works committee
Conciliation officer
Conciliation board
Court of inquiry / enquiry
Labour courts , Tribunal, and National Tribunal
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