The document provides an overview of the concept, evolution, and key aspects of employee relations in India. It discusses how employee-employer relations have changed over time from the agrarian economy stage through the handicrafts, cottage industry, and modern factory stages of industrial development. The main features of employee relations are described as being characterized by both conflict and cooperation, and as being influenced by various environmental, institutional, and policy factors. The key aspects and goals of industrial relations are also outlined.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
This PPT contains about wage differentials or compensating differentials. it is an HR concept. it has meaning, reason, factors, types, and determinants of inter and intra industry wage differential.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
This PPT contains about wage differentials or compensating differentials. it is an HR concept. it has meaning, reason, factors, types, and determinants of inter and intra industry wage differential.
The basic objective of compensation management can be briefly termed as meeting the needs of both employees and the organization. The Employer wants to pay little salaries and wages to the workers to manage their working costs. Employees wants to get paid high as possible.
Dunlop’s system theory (1958) – theories of industrial relations - industria...manumelwin
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
The basic objective of compensation management can be briefly termed as meeting the needs of both employees and the organization. The Employer wants to pay little salaries and wages to the workers to manage their working costs. Employees wants to get paid high as possible.
Dunlop’s system theory (1958) – theories of industrial relations - industria...manumelwin
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
The industrial relations system in India has been under pressure for decades and new problems are emerging as the country becomes more integrated into the global economy. The main architecture of the system was established prior to Independence and remains mostly unchanged. The system is highly centralized and the state is the main mediator between capital and labour. This essay provides a broad overview Industrial Relations and the labour market reform debate that has arisen in the context of economic change. The structure of the Indian labour market, the overwhelming size of the informal or `unorganized' workforce, and its location outside the industrial system is the fundamental challenge facing Indian industrial relations. There is an urgent need to develop a system that embraces all workers especially given India's demographic profile and the expected increase in the number of working age people over the next decade.
Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend.
Social Challenges of Industrial Relations: A Study of Federal Polytechnic Oil...Dr. Amarjeet Singh
The purpose of this paper was to investigate the
social challenges of Industrial Relations in Federal Polytechnic
Oil and Gas, Bonny, Rivers State, Nigeria and to evaluate the
different Industrial Relations which were carried out in most
organizations. The research design was descriptive survey to
investigation and observed the proper Industrial Relations
Practices which were carried out in Oil and Gas companies
operating in the Bonny, Rivers State, Nigeria. It very
important for companies to avoid societal conflicts and
discontents, ensure industrial peace and harmony, as a result
of achieving better performance, at work place which
encourage productivity and growth. Human being are the
active agents who accumulate capital, exploit natural
resources, build social, economical and political organizations
and carry forward national development.
SIP on Ir scenario at NALCO damonjodi FINAL REPORT
Concept & evolution of employee relations in India
1. Concept &
Evolution
OF EMPLOYEE RELATIONS IN INDIA
PRESENTAION BY: AAINA ARORA, M.A. H.R.M., SEMESTER II
DATE: 7TH APRIL, 2015
2. CONCEPT
INDUSTRIAL RELATIONS DENOTES EMPLOYEE-EMPLOYER RELATIONS (ORGANIZED &
UNORGANIZED SECTOR)
DEFINED AS A PROCESS BY WHICH PEOPLE & THEIR ORGANIZATION INTERACT AT THE PLACE
OF TO ESTABLISH T&C OF EMPLOYMENT
ER CONSISTS OF AREAS INVOLVING GENERAL RELATIONSHIPS WITH WORKFORCE AND
MANAGEMENT, THROUGH COLLECTIVE AGREEMENTS
ER IS A BROADER TERM AS COMPARED TO IR AS IT COVERS ALL RELATIONSHIPS WITHIN AN
ORGANIZATION.
IR IS RESTRICTED TO TRADE UNION RELATIONS.
3. MAIN FEATURES
EMPLOYEE REALTIONS DO NOT EMERGE IN VACUUM
CHARACTERIZED BY BOTH CONFLICT AND CO-OPERATION
ER, IN ITS STUDY INCLUDES VITAL ENVIRONMENTAL ISSUES-
TECHNOLOGY, SOCIO-ECONOMIC & POLITICAL CONDITIONS OF THE
COUNTRY, NATION’S LABOR POLICY, ATTITUDE OF TU & IMAPCT OF
GLOBAL MARKET FORCES
STUDIES THE LAWS, RULES, REGULATIONS, AGREEMENTS, AWARDS OF
COURT, CUSTOMS & TRADITIONS AND POLICY FRAMEWORK FOR
ELICITING COOPERATION BETWEEN BOTH PARTIES.
4. FACTORS INFLUENCING EMPLOYEE
RELATIONS
INSTITUTIONS- INCLUDE GOVERNMENT EMPLOYERS, TRADE UNIONS, UNION
FEDERATIONS, EMPLOYER ASSOCIATIONS, GOVERNMENT BODIES, LABOR
COURTS, TRIBUNALS ETC.
CHARACTERS- TO STUDY ROLE OF WORKERS, UNIONS AND EMPLOYER’S
FEDERATION OFFICIALS, JUDGES OF LABOR COURTS, MEDIATORS ETC.
METHODS- FOCUS ON COLLECTIVE BARGAINING, WORKERS’ PARTICIPATION
IN ER SCHEMES, DISCIPLINE, GRIVIENCE REDRESSAL, DISPUTE SETTLEMENT,
UNION RECOGNITION ETC.
CONTENTS- INCLUDES MATTER PERTAINING TO EMPLOYMENT CONDITIONS
(PAY & OTHER MONETORY AND NON-MONETORY DEMANDS, LEAVE,
WORKING HOURS, H&S, RETIREMENT, LAY-OFF ETC.)
5. SCOPE & ASPECTS OF IR
INDUSTRY- A SOCIAL WORLD IN A MINIATURE WHERE AN ASSOCIATION
OF VARIETY OF PEOPLE LIKE EMPLOYERS, EXECUTIVES, SUPERVISORY
PERSONELL AND WORKMEN INTERACT
THIS ASSOCIATION, AFFECTS NOT ONLY LABOR RELATIONS BUT ALSO
SOCIAL, ECONOMIC, POLITICAL AND MORAL LIVES OF COMMUNITIES.
IR INCLUDES LABOR RELATIONS, EMPLOYER-EMPLOYEE RELATIONS,
GROUP RELATIONS AND/OR COMMUNITY/PUBLIC RELATIONS
6. PROMOTION AND
DEVELOPMENT OF
HEALTHY LABOR
MANAGEMENT
RELATIONS
MAINTAINANCE OF
INDUSTRIAL PEACE
DEVELOPMENT OF
INDUSTRIAL
DEMOCRACY
MAIN ASPECTS OF IR
7. EVOLUTION
AGRARIAN ECONOMY STAGE
i. Developed during the middle ages and brought about a change
in the views of ‘property’
ii. Property, a common & collective asset of the group in the tribal
society, but was now being fought upon.
iii. A class of propertied landlords and property-less workers emerged
iv. Workers were treated as slaves
v. Employee-employer relationship that of master-slave relationship
8. HANDICRAFTS STAGE
i. This system developed because of emergence of more and more
towns & cities, increase in trade and commerce and decline in
power of feudal lords
ii. Brought about a change in the career standards of the working
class.
iii. Craftsmen owned factors of production (such as land, capital
etc.) and worked with their own tools in their own homes or
workplace.
iv. They got no wages except lodging and boarding facilities from the
master carftsman.
9. COTTAGE OR PUTTING OUT STAGE
i. With development of economic system, some individuals became
employees in the new industrial units
ii. Industrial units were formed as a result of technological changes &
expansion of market and trade
iii. Master craftsmen supplied raw materials to the other craftsmen
iv. The craftsmen worked with the members of their family, from their homes
and were paid on piece-work basis
10. FACTORY OR THE INDUSTRIAL CAPITALISM STAGE
i. With the passage of time the importance of machinery over men was
realized
ii. Installation of machines, power-tools and equipment was done
iii. Employment opportunities in the newly opened workshops or factories
was open
iv. This was the onset of the Industrial Revolution
v. Humans were replaced by machines and factory system made its
strong base
vi. Women & child labor employed for long hours
vii. Living and working conditions were made deplorable and
accommodation inadequate
viii. Relationship of employer and employee became more impersonal