3. Meaning…
The relationships that exist within the
industry between the employer and his
workmen.
The term industrial relations explains the
relationship between employees and
management which stem directly or
indirectly from union-employer
relationship.
4. IR is essentially collectivist and pluralist in
outlook
Dimension of IR
Relationship
Processes
Management of Conflict
9. Determinants of IR in IT & ITES
Tertiary sector
Flat Organization Structure
No labour or Workman Designation
termed to be executive
Direct communication of Management to
Employee
10. Determinants of IR in IT & ITES
In IT & ITES Individualism is seen
predominantly
IT has taken semi skilled & Skilled
Employees
Pay structure has shifted from Time based
to performance based
11. Determinants of IR in IT & ITES
Impact of Globalization
Huge Employment include- Mainly Young
Generation
Lack of Interest of Young employee &
Female employee in Trade Unions
13. Dunlop's Model consists of three agents
management organizations
workers
government agencies
industrial relations is a social sub system
subject to environmental constraints
Factors affecting Employment Relation
The Dunlop’s model gives great
significance to external or environmental
forces
14. Interaction is done between Labour,
Management, Government
Rules that are derived from these
interactions that govern the employment
relationship.
In effect - Industrial relations is the system
which produces the rules of the workplace
Editor's Notes
It is concerned with the relationships whicharise at and out of the workplace (ie, relationships between individual workers, the relationshipsbetween them and their employer, the relationships employers and workers have with theorganizations formed to promote and defend their respective interests, and the relations betweenthose organizations, at all levels). Industrial relations also includes the processes through which theserelationships are expressed (such as, collective bargaining; worker involvement in decision-making;and grievance and dispute settlement), and the management of conflict between employers, workersand trade unions, when it arises.
The collective bargaining process comprises of five core steps:Prepare: This phase involves composition of a negotiation team. The negotiation team should consist of representatives of both the parties with adequate knowledge and skills for negotiation. In this phase both the employer’s representatives and the union examine their own situation in order to develop the issues that they believe will be most important. The first thing to be done is to determine whether there is actually any reason to negotiate at all. A correct understanding of the main issues to be covered and intimate knowledge of operations, working conditions, production norms and other relevant conditions is required.Discuss: Here, the parties decide the ground rules that will guide the negotiations. A process well begun is half done and this is no less true in case of collective bargaining. An environment of mutual trust and understanding is also created so that the collective bargaining agreement would be reached.Propose: This phase involves the initial opening statements and the possible options that exist to resolve them. In a word, this phase could be described as ‘brainstorming’. The exchange of messages takes place and opinion of both the parties is sought.Bargain: negotiations are easy if a problem solving attitude is adopted. This stage comprises the time when ‘what ifs’ and ‘supposals’ are set forth and the drafting of agreements take place.Settlement: Once the parties are through with the bargaining process, a consensual agreement is reached upon wherein both the parties agree to a common decision regarding the problem or the issue. This stage is described as consisting of effective joint implementation of the agreement through shared visions, strategic planning and negotiated change.
the markets, distribution of power in society and technologyEnvironmental or external economic, technological, political, legal and social forces that impact employment relationships.
