This document discusses the paradigm shift occurring in industrial relations in India. It outlines the complex system of employer-employee relations and the various internal and external influences. It identifies the major stakeholders in industrial relations like employers, employees, government and unions. It describes the ideal characteristics of employees and employers. It also discusses the changing profiles of employers and employees and new roles for trade unions. Finally, it notes some of the issues with existing labor laws and the need for reforms and solutions to modernize the industrial relations system in India.
2. Employer â Employee Relations
â˘Â      Â
o
1. Highly complex system.
â˘Â       2. An unique social phenomena characterized by
formal, informal, inter personal, group,
institutional, legal & Social Relationship.
3. The roles. Relationship, Institutions, processes and
activities which comprise the system of Employers
Employees relationship has a pattern of internal and
external influences.
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3. Employer â Employee Relations Contd..
4. INTERNAL - Type of employers, organization history,and culture,Â
     Sub âgroups, type of employees, union etc.,Â
5. EXTERNAL - Social cultural, political, Economic, Technological,Â
           Legal.Â
6. TIME - Relationship has also a time dimension Past â Present âÂ
   Future.
7. OTHERS - Government, Public, Police, Media, Politicians.Â
5. IDEAL EMPLOYEEÂ
ď COMMITMENT
ď OWNERSHIP / EMPOWERMENT
ď EFFICIENT /PRODUCTIVE
ď HAS BUSINESS OUTLOOK
ď CONCERN FOR CUSTOMER SATISFACTION
ď CONCERN FOR WASTE/ SCRAP
ď HIGHLY DISCIPLINED
6. ď TIME CONSCIOUS
ď COST CONSCIOUS
ď QUALITY CONSCIOUS
ď HAS MULTI SKILLS
ď FLEXIBLE AND MOBILE
ď MODEL PERFORMER
ď WIN WIN Â
IDEAL EMPLOYEE ContdâŚ
7. IDEAL EMPLOYER
ď FAIR
ď PRO â ACTIVE & RESPONSIVE
ď TRANSPARENT
ď PROVIDES GOOD & CONDUCIVE WORKING
CONDITIONS
ď COMMUNICATIVE / SHARES INFORMATION
ď ENSURES EMPLOYEESâINVOLVEMENT &
PARTICIPATION
8. ďHIGHEST CONCER FOR
ď§ WELFARE
ď§ SAFETY
ď§ HEALTH
ď§ ENVIRONMENT
ď PAYS IN DOLLAR
ď ASSURES REASONABLE JOB SECURITY
ď RESTRAINS FROM INDISCRETE HIRE
AND & FIRE POLICY
ď WIN WIN
IDEAL EMPLOYER Contd..
9. EMPLOYERâS PERCEPTION OF
EMPLOYEES
ďDEMAND MORE PAY
ďDEMAND MORE PERKS
ďDEMAND MORE INCENTIVES / BENEFITS
ďDEMAND MORE HOLIDAYS/ LEAVE
ďDEMAND MORE BREAKS / RET / INTERVALS
ďDEMAND LESS WORK
ďNO RESPONSIBILITY/ ACCOUNTABILITY
ďJOB SECURITY
10. EMPLOYEEâS PERCEPTION
EMPLOYERâS
ďDEMANDS MORE OUTPUT
ďDEMANDS MORE PRODUCTIVITY
ďEFFECT PAY HIKE RELUCTANTLY AND ONLY WHAT IS
LEGALLY DUE
ďHAS TEMPORARY STFF ON A PERMANENT BASIS
ďINSISTS ON ABSOLUTE DISCIPLINE
ďHIRES & FIRES AT WILL
ďNOT PRO ACTIVE
ďLITTLE CONCER FOR SAFETY / HEALTH / ENVIRONMENT
11. Changing Profile of Employers
ď Joint Venture (JVC)
ď Global corporations
ď Foreign CEOs
ď New Generation Indian Entrepreneur
/ CEOâs
ď Lady Entrepreneur/ CEO
ď Professional CEOâs
12. Changing Profile of Employers Contd..
ď Emergence of service sector â
Call Centers
BPO Outfits
Franchisee
Channel Partner
Back Office
M.T.
Consultancy services
13. NEW WORKMEN PROFILE
ďź Educated
ďź Well Informed
ďź Independent
ďź Individualistic
ďź Materialistic
ďź Small Family
ďź Less Inclined to Trade Unions
ďź Does not approve GATE meeting
ďź Only 8% Sincerely support âSTRIKEâ
14. TRADE UNIONS
ďź Only Unions, No Trade
ďź Collective Bargaining
a. Management Bargains
b. Union Collects
ďź Unions means â Strike
ďź Union Leader Enjoy IMMUNITY,
Popularity & Power
ďź Only rights no obligations
15. DILEMMAS of the Unions
1. To favour or not to favour SSI
2. To Supportive or Not to Support Downsizing
(Rightsizing)
3. The pace of change is Rapid,
Eg. 2000 Jobs 30%, 600 Vs 1400
4. Ideologically MNCs are discouraged but
MNCs do pay relatively high emolument
âDAMNED IF THEY CHANGE â DAMMED IF THEY DONâT
16. NEW ROLE OF T.U
⢠Revamp their Attitude, Activities, Nexus, Ideology
⢠Offer new services to member â Legal, Financial
Training etc.,
⢠New Alliances Eg. W group
⢠Secure more public Support/improve the image
⢠Accept Downsizing as âinevitableâ
⢠Participate in competitiveness, productivity &
Quality
⢠Flexibility and Re-adjustment
⢠Accept âVRSâ as a Humane Method of Separation.
⢠Become Partner in the growth and âNOT HURDLESâ
17. JJudicial â Labour Laws
(Social legislation / Welfare Legislation)
1.1.Plethora â 38 Legislations
2. Outdated â Age â 82, 75, 70, 60, 57, 42, 35
3. Heavily loaded in favour of workmen
4. Lack of uniformity â E.g. Workman & Industry
5. I.D Act Amended in 1982
But is yet to be gazetted
6. Lawayers making merry
18. 7. SECOND National Labour commission
Set up in 1999, Report in 2001/ 2002
Nothing happened ?
8. Only Rights conferred on the workmen no matching
accountability or responsibility
9. Procedure oriented /Form filled
10. No time framework set for disposal of the cases
Judicial â Labour Laws
(Social legislation / Welfare Legislation) ContdâŚ
20. Sample of Judicial pronouncements
1.   Workmen â under ID Act 1947
2.   Industry â Under ID Act 1947
3.   Accident under W.C. Act. E.g. Heart attack
4.   State under article 12Â
5.   Sec 33(2) (b) of ID Act.1947
6.   Strike- Rangarajan Vs State of Tamilnadu