industrail relationship management

1. Industrial Relations management
by
Dr. Shankar Anappindi

2. Once upon a time….long long ago
before the times of
Google, Facebook &Twitter…..
There were Upanishads, Shastras, Kingdoms,
Kings, Administration, Business,
Parishram,
People,Values, Ethics, Rules & Regulations
And there are
HUMAN RELATIONS
…..So does the
INDUSTRIAL RELATIONS

3. Its all aboutAttitudes, Behaviour,
Understanding of rulers & the ruled,
Employers & Employees, Master &
Servant at home, Morale & Dignity,
Sense of Devotion, Implicit faith &
Reliance on good human relations,
Equity & Justice, its implications
from Kingly level to the lowest
societal strata of those times.

4. 17th & 18th Century, India
was Industrial
workshop of the world.
India supplied to world
markets – Europe, West
Africa, Middle East, Central
Asia, Japan etc.- goods
related to cottage industry
No large scale industry &
industrial activity
confined to Cottage
industry – No Employer –
Employee relationship
Industrial Policy of
British Govt. – anxious to
establish market for
their own goods in India
British Govt. keen
interest in export of raw
materials from India
Policy of LaissezFaire
discourage dev. of any
Industry in India till mid
19th century

5. 1850’s - Industries started coming up
1853 - Cotton Mill – Mumbai - 264 mills by World War I
1853 - Jute Mill – Calcutta - 64 by 1913 - 14
1860 – 75 - Coal Mines, Rail Road
1911 – Tata Iron & Steel Industry
1912 – 869643 Registered Factories Employees
Till 1947 – Financial Capitalism
• Dominant Control over Banking System, &
• Capital Investment undertaken by Britishers
Direct private foreign investment in India in coal and
mining companies, jute mills, tea, coffee & rubber
plantations & sugar.
Loans raised by the secretary of State in England on
behalf of Indian government and by semi- public
organizations for investment in railways, ports,
irrigation, electricity and other sectors.
Condition of Indian Labour worse than in counterparts in
foreign land.
Employment & Working Conditions were far from
satisfactory.
Environment – Insanitary, Unhygienic, disease,
malnutrition, had no shelter, under clothed.
Struggled to exist against poverty.
Exploitation by the Capitalist employers was at a very y
high pitch.

6. Workmen’s CompensationAct, 1923
Trade UnionsAct, 1926
The Payment Of wages act, 1936
Industrial Employment (StandingOrders) Act, 1946
Industrial DisputesAct, 1947
Indian Factories Act, 1948
Employee State Insurance Act, 1948
The Minimum Wages Act, 1948
Behavioral Scientists &Academic Research workers in India
studies in the field of Human Relations during 1950s
5th FiveYear plan
Focus on workers participation, Shop Councils
communication systems,
productivity linked incentive schemes
7th & 8th FiveYear Plans
Emphasis on fundamental issues
of Employment, Manpower Planning,
Labour Policy & Human Resource Development

7. And then the Globalisation happened......
With globalisation, everything moves closer
together, converges, shrinks.

9. We can still get lost even in times of Globalisation

13. That’s an interesting
journey…and then how
about the HR then.

14. Labour
Officer
Establishment
Officer
Welfare
Officer
Industrial
Relations
Officer
Personnel
Officer
Human
Resource
Officer
Strategic
Partner
The Journey of HR Professional

17. “Hi..
bubbly, fluttery beautiful butterfly.
Not seen for a while.
Where have you been to…
Got to know that you were on a
Learning Safari!!!

18. “ My History ???
I did not get
you !!! “

20. The Parties to Industrial Relations

21. We are all the party to IR &
our role is to -
a. Redress bargaining advantage on one-on-on basis
b. Secure better terms & conditions for members
c. Obtain improved work conditions for workers
d. Increase democratic way of decision making at
various levels
a. Creating & sustaining
employee motivation
b. Ensuring commitment from
employees
c. Negotiating terms &
conditions of employment
withTU leaders
d. Sharing decision making
with employees
Labour Policies
Labour lLws
Industrial Tribunals
Wage Boards
Industrial Relations
policy

22. Similar to those as
proposed by our
King for the Animal
Kingdom

23. Blind Men &The Elephant
IR is a Perspective thing

24. IR is a Perspective thing
Industrial Relations (IR) is the study of the laws, conventions and
institutions that regulate 'the workplace'. It is a fundamentally
important aspect of our way of life, our culture and our society.
Industrial relations means different things to different people.

25. Approaches to Industrial Relations

28. Objectives of Industrial Relations

29. Safeguard the
Worker &
Management
Interests
Avoid Industrial
Conflict & Maintain
Harmonious
Relationships
Un-interrupted
Production -
Reduced
Absenteeism &
Wastage
Training Facilities,
Efficiency
Development &
Increased
Productivity
Employee
Participation /
Participative
Management /
Partners in Progress
Economic Stability
of the workers –
Better Labour
Welfare Facilities
Socialization or
Rationalization of
Industries – Control
Exercised by the
State
Thought Maturity &
Maintenance of
Industrial Peace

30. Factors
influencing IR
are…

31. Causes of
Poor
Industrial
Relations
Economic
Causes
Organizational &
Social
Causes
Psychological &
Political
Causes

32. Sound Personnel
Policies
Participative
Management
Responsible Unions
Employee Welfare
Well established &
Administered
Grievance Procedure
Constructive
Attitude of
Management &
Trade Unions
Channels of
Employee
Communication
Industrial
Relations can
be improved
through…

33. Hope you
understood the
context & the
concept of IR…
Yes, I do….and let
me summarize the
Industrial
Relations System

34. An Industrial Relations System consists of 3 elements:
1. Environmental Context (Technology, Market Pressure, Legal Environment)
2. Participants (Employees, Unions, Management, Government)
3. “Web of Rules” (Process by which Labour and Management interact)
Hmmm…
Very Good

35. An effective Industrial
Relations system does not
eliminate conflicts, rather
it provides with an
initiation that minimizes its
effect on management,
society and employees.

36. Good IR = Min. Cost + Higher Production
= Higher Profits
= Increased Efficiency of workers