Freedom of expression and of association are essential to sustained progress.
Poverty anywhere constitutes a danger to prosperity everywhere.
All human beings, irrespective of race, creed or sex, have the right to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity.
Negotiations that take place between employers (or their organizations) and Employees (or their organizations) regarding all aspects relating to work ( terms and conditions of labour, relations between employers and workers)
Basic Human Right relating to Freedom of Association and Protection of the Right to Organize (ILO Convention No: 87 of 1948)
Basic Human Right to Organize Collective Bargaining (Convention no 98 of 1949
Conflict is inherent in ‘Industrial Relations’. There is no formula for sharing of profits between workers and employers. ‘Collective Bargaining’ is the globally accepted mode for working out agreed decisions relating to terms and conditions of employment, including profit sharing arrangements. Prevention and minimization of conflict and building up of harmony requires communication processes aimed at generating trust confidence and harmony. These processes include- communication, consultation, cooperation, participation, and partnership. These processes constitute elements of ‘Sound Labour Management Relations’. Some of the ‘Best practices’ in industrial relations are around these areas.These practices lead to employee bonding, engagement and retention. International Labour Organization’s (ILO’s) Recommendations No. 129 of 1967 ( Communication Within The Undertaking) 113 of 1960 ( Consultation -Industrial and National Levels), No. 94 of 1951 ( Cooperation at the Level of the Undertaking), and 130 of 1967(Examination of Grievances) deal with some of the internationally accepted principles relating to Sound Labour Management Relations.
Consumers and community are also Actors, alongside, employers, workers and specialized government and other agencies concerned with enterprises and their relations
Dunlop’s model does not take into account processes connected with communication, consultation, cooperation, participation and partnership. These are processes which build harmony. They constitute ‘Sound Labour Management Relations’ practices. ‘Worker’s Participation in Management’, ‘Grievance Procedure’ etc. are some of the examples of such processes.
LABOUR FORCE PROFILE-2001 POPULATION >1 BILLION LABOR FORCE <400 MILLION ORGNISED/FORMAL SECTOR 7% UNORGANISED SECTOR 93% SELF EMPLOYED 55% REGULAR(SALARIED) WORK FORCE 13% CASUAL WORKFORCE 32% EMPLOYMENT IN GOVT./PUBLIC SECTOR >18 MILLION EMPLOYMENT IN PVT. SECTOR >9 MILLION UNION DENSITY 4% WORK FORCE COVERED BY COLLECTIVE BARGAINING 2%
SECTOR –WISE SHARE IN EMPLOYMENT-(%) Sector Share in employment-2000 Share in GDP-2000 Primary(Agriculture) 60.4 25 Secondary(Manufacturing) 16.8 26 Tertiary(services) 22.8 49 Total 100 100