F.Y.

BBA T&T Human Resource Management

Industry:

Industrial Disputes Act 1947 defines an industry as any systematic activity carried on by co-operation between an employer and his workmen for the

production, supply or distribution of goods or services with a view to satisfy

human wants or wishes whether or not any capital has been invested for the purpose of carrying on such activity; or such activity is carried on with a motive to make any gain or profit.

Employer: A person who directly engages a worker/employee in employment. Any person who employs, whether directly or through another person or agency, one or more employees in any scheduled employment in respect of which minimum rates of wages have been fixed.

Employee: Employee is a person who is hired by another person or business for a wage or fixed payment in exchange for personal services and who does not provide the services as part of an independent business. Employment: The state of being employed or having a job.

Labor market: The market in which workers compete for jobs and employers compete for workers.
It

acts as the external source from which organizations attract employees.

Industry

Labor market

Employer

Employees

the

consecrated euphemism for the permanent conflict, now acute, now subdued, between capital and labour.
(Blyton & Turnbull, 1998)

A euphemism is the substitution of a mild, inoffensive, relatively uncontroversial phrase, for a frank expression that might offend or otherwise suggest something unpleasant to the audience

the regulation of the relationship between employers and employees

Industrial relation encompasses all factors that influence behaviour of people at work.
Institution Characters Methods Contents

Institution: It includes government, employers, trade unions etc which have

direct or indirect impact on the industrial relations systems.

Characters: It aims to study the role of workers unions and employers federations officials, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labor court etc.

Methods: Methods focus on collective bargaining, workers

participation in the industrial relations schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery working of closed shops, union reorganization, organizations of protests through methods like revisions of existing rules, regulations, policies, procedures, hearing of labor courts, tribunals etc.

Contents: It includes matter pertaining to employment conditions like

pay, hours of works, leave with wages, health, and safety disciplinary
actions, lay-off, dismissals retirements etc., laws relating to such activities, regulations governing labor welfare, social security, industrial relations, issues concerning with workers participation in management, collective bargaining, etc.

To safeguard the interest of labor and management by securing the

highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production.

To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country.

To establish and promote the growth of an industrial democracy based on labor partnership in the sharing of profits and of managerial decisions.

To eliminate or minimize the number of strikes, lockouts and gheraos by

providing reasonable wages, improved living and working conditions, said fringe benefits.

To improve the economic conditions of workers in the existing state of industrial managements and political government.

Socialization of industries by making the state itself a major employer

Vesting of a proprietary interest of the workers in the industries in which

they are employed.

Company ABC had promised 10% increase in wages by financial year end 2010. It is December 2010 and no increase. Employees decide to go on a strike. Employee leader informs management that they would be going on a strike. ( Mandatory) Management states huge losses, thus impossible to increase salary.

Discuss

Uninterrupted
High morale Mental Revolution

Reduced Wastage

Wastages of man, material and machines are reduced to the minimum and thus national interest is protected.

Good industrial relations is the basis of higher production

with minimum cost and higher profits.

Increased efficiency of workers.

 Economic

Performance

Business

Success

Employees

Experience of Work

 Economic exchange Power relationship Continuous & open-ended Interdependent Asymmetrical Employers cannot rely on coercion or even compliance to secure high performance. Need active consent & co-operation.

Mass redundancies
All-out Strike Co. X refuse to implement Labour Court Recommendations Co. ABC says No to Talks Breakdown 3% Pay Offer Nurses Strike Bus Drivers Vote Unofficial Action

Any temporary suspension of normal working arrangements in order to express a grievance or enforce a demand.
(Gunnigle, 1998)

the process through which agreement on pay, working conditions,

procedures and other negotiable issues are reached between organised employees and management representatives. (Gunnigle et al 1995)

The resolution of conflict through compromise. (Hawkins 1979)

 Find
Find

out what is collective bargaining

examples of Collective bargaining in the

industry (Indian Context)

- Management & staff strive together for common purpose - One source authority - Harmony & co-operation - Conflict is pathological, whether mischief or misunderstanding - Troublemakers conform/go - Unions unwelcome

- Company made up of different interest groups - Organisation = miniature democracy Negotiated order - Conflict inevitable, legitimate & accepted - Unions recognised negotiator

Industrial relations is a microcosm of broader

capitalist society.

Opposing interests of different classes. Asymmetry of power based on ownership.

An employer can survive longer without labour

than an employee can survive without work.

However, employer can never secure total control or achieve complete power.

1.
2. 3. 4. 5. 6.

Decline in manufacturing Increase in services Increase in females & part-timers Changes in location of production (sites) Increased self-employment Increased redundancies & reduced job security

Change increasing in impact and pace

Labour-Management relationship essential to survival Mutual respect Harmonizing interests

Positive, proactive approach

Mutual assistance Neutral third parties