Trade unions are organizations formed by workers to negotiate with employers on issues like wages, working conditions, and benefits. The key goals of trade unions are to improve terms of employment for workers and enhance their status in society through collective bargaining. Some of the main activities of trade unions include negotiating with management on wages and issues related to job security, working conditions, and welfare facilities. Trade unions also engage in political and social activities to support their members.
This document discusses different approaches to industrial relations, including the unitary approach, pluralistic approach, and Marxist approach. The unitary approach views conflicts as temporary and unnecessary, while the pluralistic approach sees conflicts as inevitable due to competing interests. The Marxist approach views all strikes as political and conflicts as a product of capitalism. The document also covers parties involved in industrial relations such as employees, employers, unions, courts, and government. It analyzes reactive and proactive strategies and factors affecting strategies. Finally, it discusses industrial relations decisions and the role of human resource managers in keeping employees satisfied to reduce conflicts.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Industrial relations encompass employment relationships and interactions between management and employees or among employees. There are various approaches to defining and analyzing industrial relations, including institutional, social psychology, and class-based definitions. Theories also examine factors like human resource management, employment relations, and the objectives and nature of industrial relations. Unions, management, and government all play important roles in industrial relations systems.
This document provides an overview of industrial relations. It defines industrial relations as the relationship between employees and management. The major stakeholders in industrial relations are labor, employees, government, vendors, trade unions, and customers. The objectives of industrial relations are to establish sound relationships between workers and management, prevent conflicts and strikes, raise productivity, and promote industrial democracy. Important approaches to industrial relations include the psychological, sociological, and human relations approaches. The document also discusses perspectives, problems, measures to improve relations, methods to settle disputes, and relevant acts in India.
The document discusses several key aspects of India's labor market and industrial relations system. It notes that the Indian economy has transitioned from import substitution post-independence to economic liberalization. The labor force is predominantly casual and informal, with only 13% in regular wage employment. There are concerns around job creation, skills, mobility, productivity and competitiveness. Industrial relations involve multiple parties like workers, management, unions and the government and are influenced by economic, social, political and technological factors. The state plays a role in regulating labor issues through various laws and policies.
Trade unions are organizations formed by workers to protect and promote their interests. The first organized trade union in India was formed in 1918. Trade unions negotiate with employers on issues like wages and working conditions. They also represent members in disputes. Unions are financed through member subscriptions. While union membership has declined in recent decades, trade unions still play an important role in many workplaces and industries in India.
Trade unions are organizations formed by workers to negotiate with employers on issues like wages, working conditions, and benefits. The key goals of trade unions are to improve terms of employment for workers and enhance their status in society through collective bargaining. Some of the main activities of trade unions include negotiating with management on wages and issues related to job security, working conditions, and welfare facilities. Trade unions also engage in political and social activities to support their members.
This document discusses different approaches to industrial relations, including the unitary approach, pluralistic approach, and Marxist approach. The unitary approach views conflicts as temporary and unnecessary, while the pluralistic approach sees conflicts as inevitable due to competing interests. The Marxist approach views all strikes as political and conflicts as a product of capitalism. The document also covers parties involved in industrial relations such as employees, employers, unions, courts, and government. It analyzes reactive and proactive strategies and factors affecting strategies. Finally, it discusses industrial relations decisions and the role of human resource managers in keeping employees satisfied to reduce conflicts.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Industrial relations encompass employment relationships and interactions between management and employees or among employees. There are various approaches to defining and analyzing industrial relations, including institutional, social psychology, and class-based definitions. Theories also examine factors like human resource management, employment relations, and the objectives and nature of industrial relations. Unions, management, and government all play important roles in industrial relations systems.
This document provides an overview of industrial relations. It defines industrial relations as the relationship between employees and management. The major stakeholders in industrial relations are labor, employees, government, vendors, trade unions, and customers. The objectives of industrial relations are to establish sound relationships between workers and management, prevent conflicts and strikes, raise productivity, and promote industrial democracy. Important approaches to industrial relations include the psychological, sociological, and human relations approaches. The document also discusses perspectives, problems, measures to improve relations, methods to settle disputes, and relevant acts in India.
The document discusses several key aspects of India's labor market and industrial relations system. It notes that the Indian economy has transitioned from import substitution post-independence to economic liberalization. The labor force is predominantly casual and informal, with only 13% in regular wage employment. There are concerns around job creation, skills, mobility, productivity and competitiveness. Industrial relations involve multiple parties like workers, management, unions and the government and are influenced by economic, social, political and technological factors. The state plays a role in regulating labor issues through various laws and policies.
Trade unions are organizations formed by workers to protect and promote their interests. The first organized trade union in India was formed in 1918. Trade unions negotiate with employers on issues like wages and working conditions. They also represent members in disputes. Unions are financed through member subscriptions. While union membership has declined in recent decades, trade unions still play an important role in many workplaces and industries in India.
This document outlines 8 key factors that affect industrial relations: institutional, economic, social, technological, psychological, political, enterprise-related, and global. Institutional factors include labor laws, unions, and collective bargaining agreements. Economic factors involve unemployment rates, economic cycles, and types of business ownership. Social factors comprise social groups, values, and status. Technological factors center around the type and rate of change of technology used. Psychological factors relate to attitudes and motivation levels. Political factors incorporate systems of government and involvement of political parties. Enterprise-related factors concern management styles and competition. Finally, global factors pertain to international relations, trade policies, and organizations like the ILO.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
Industrial democracy involves workers participating in decision making through methods like workers committees and councils. It treats workers as responsible partners rather than under autocratic management. This leads to improved communication between workers and management and more joint decisions that are agreeable to both parties, promoting industrial peace. Representative forms of industrial democracy can also facilitate communication through consultative bodies.
This document provides an overview of industrial relations in India. It discusses key topics like the three main participants in industrial relations (workers, employers, government), the impact of the Indian constitution and liberalization policies on IR. Some key points made include:
- IR describes the relationship between management and employees regarding employment conditions. The growth of large companies changed personal employer-employee relations.
- Trade unions represent workers' interests, while employers' organizations represent managers. The government also plays a role in protecting both parties' interests.
- The ILO works to promote full employment, workers' rights, and good working conditions globally. It is a tripartite organization with government, employer, and employee representatives.
Trade union Introduction and Types of Trade UnionMonisha Sathish
The document discusses the history and functions of trade unions. It notes that trade unions originally formed to protect workers from unfair treatment by employers. Their main functions are to raise wages and improve working conditions for members. The document then outlines different types of trade unions including craft unions, industrial unions, general unions, and reformist or revolutionary unions. It provides examples and definitions for each type.
The document summarizes trends in the Indian trade union movement since the 1990s economic reforms. It notes that the liberalization, privatization, and globalization reforms weakened unions by shifting the economy away from public sector industries and accepting a market-based approach. As a result, unions have seen declining membership and influence as employers adopt tougher stances in negotiations. Additional factors contributing to weaker unions are the rise of individualism among workers and increasing numbers of women in the workforce who are less inclined to participate in unions. However, some unions have adapted by focusing more on social issues and cooperation with management.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
The document discusses the HR environment and how various internal and external factors affect HR activities. It defines the HR environment as the dynamic factors that influence HR functions. Some key points:
- Internal factors include unions, organizational culture and conflicts, and professional bodies. External factors are political/legal, economic, technological, and demographic trends.
- HR managers can regularly meet with unions, incorporate organizational culture into training, and utilize professional bodies for recruitment to control internal factors. They can also implement cost-cutting measures, innovative hiring, and react quickly to economic changes.
- Environmental scanning allows HR to maintain awareness of opportunities and threats to modify strategies accordingly and demonstrate organizational agility in response to changes. Both external and internal
A global pharmaceutical company was losing executives in their mid-thirties to competitors. An investigation found this was due to compensation issues, as the company focused on long-term incentives and post-retirement benefits rather than current pay. It was recommended that the compensation package be redesigned to increase take-home pay for younger employees by reducing deferred benefits. The document then provides an overview of compensation management principles, theories, and practices.
The document discusses industrial relations and related topics. It defines industrial relations as the multilateral relations between employees, employers, and government. It outlines the key parties involved, including employees, employers' associations, trade unions, courts and tribunals, and the government. The objectives of industrial relations are to promote harmony between labor and management and improve productivity and working conditions. Trade unions represent workers' interests, while employers' organizations represent management. The International Labour Organization (ILO) also plays an important role in industrial relations.
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
Linking corporate strategy with hr strategySmit Dave
This document discusses linking corporate strategy and HR strategy. It provides examples of companies like Nucor, Lincoln Electric, and McKinsey that have effectively aligned their business and HR strategies. Specifically for Nucor and Lincoln Electric, their cost leadership strategies were supported by HR practices focused on performance-based compensation. McKinsey's differentiation strategy is enabled by recruiting and developing top talent. The document also discusses how companies like TCS and Harley-Davidson have adapted their HR strategies in response to changes in business strategy.
The document discusses the concept, characteristics, and functions of trade unions. It states that trade unions emerged to protect workers from exploitation as industrial establishments grew larger. They are voluntary associations formed by workers to promote their economic, social, and vocational interests through collective action. Trade unions negotiate with management on issues like wages and working conditions and provide job security to employees. The document also outlines different theories on why trade unions formed and discusses their structures at national and industry levels in India.
The document discusses traditional and modern pay systems, as well as the process for establishing pay plans.
1. Traditional pay systems are based on cost of living, seniority, and evenly distributed wages. Modern pay systems emphasize variable pay based on business, individual, team and organizational performance.
2. Establishing effective pay plans involves analyzing factors like the job market, designing compensation to attract and retain talent, and linking pay to performance to optimize costs.
3. Regular evaluation and review of pay plans is needed to ensure plans stay aligned with business strategy and changing internal and external conditions.
This document discusses competency mapping in human resource development. It provides background on the evolution of competency mapping, definitions of competency mapping, the steps involved in competency mapping, and how competency mapping can be used for recruitment, training, performance appraisal, and compensation. It also outlines various tools that can be used for competency mapping such as literature reviews, focus groups, structured interviews, behavioral event interviews, surveys, and observations.
Workers participation in management and its present status in indialokesh jain
Workers' participation in management aims to involve workers in enterprise decision-making. This document outlines the history and forms of workers' participation in India. It began in the 1920s but gained momentum post-independence through acts like the Industrial Disputes Act of 1947. Common forms of participation included works committees, joint management councils, and worker directors. However, progress has been limited due to factors like ideological differences between workers and management.
This document discusses labour welfare and industrial hygiene. It provides definitions and outlines the origins, need, objectives, principles, scope, and approaches of labour welfare. Key points include:
- Labour welfare originated after World War 1 and India followed ILO guidelines since 1919. It aims to improve employee development and working conditions.
- Objectives include enhancing quality of work life, improving the industrial system, and increasing a sense of belonging among employees.
- Principles include coordination, administration, quality control, and respecting employee values and traditions.
- Labour welfare includes voluntary and statutory efforts to better employee conditions, such as benefits, safety measures, and family support. It applies to various industries and organizational
Industrial relations involves the relationships between employers, employees, and their representative organizations within an industry. It includes the processes of collective bargaining, worker participation, and grievance resolution. The key parties involved are employees, employers, employer associations, trade unions, and the government. Industrial relations are shaped by institutional, economic, and technological factors. The objectives of industrial relations are to minimize conflict, improve productivity and working conditions, and establish effective communication between workers and management. Developing sound industrial relations requires trust between labor and management, top management support, and a professional human resources approach.
The document discusses labor legislation in India. It provides definitions and explains that labor legislation refers to laws enacted by the government to provide social and economic security to workers. The key types of labor legislation discussed are protective legislation, which focuses on minimum labor standards and working conditions; regulatory legislation, which regulates relations between employers and employees; and social security legislation, which provides benefits to workers during difficult times. The document also examines the impact of the International Labour Organization (ILO) on the development of India's labor laws.
The document provides an overview of industrial relations, including:
1. It defines industrial relations as the relationships between employees, employers, and labor unions within an organizational setting and discusses the need to maintain cooperation and avoid conflict.
2. It outlines the perspectives and objectives of industrial relations from the viewpoints of workers, employers, society, and government. Key objectives include establishing sound relationships, avoiding conflicts, and promoting industrial democracy.
3. It discusses the scope of industrial relations, including labor relations, employer-employee relations, and mechanisms for handling conflicts. Maintaining healthy relations and industrial peace are also identified as main aspects.
Industrial relations refers to the relationships between management and labor in an industry. It involves four key stakeholders: employees, employers, trade unions, and the government. Human resource management focuses on utilizing employees' skills and knowledge to achieve organizational goals through objectives, policies, and programs related to recruitment, training, compensation, and performance evaluation. Both industrial relations and human resource management are influenced by factors such as economic conditions, technology, laws and regulations, and organizational culture. Their objectives overlap in promoting harmonious employee and labor relations, avoiding conflicts, and helping the organization and employees meet their respective goals.
This document outlines 8 key factors that affect industrial relations: institutional, economic, social, technological, psychological, political, enterprise-related, and global. Institutional factors include labor laws, unions, and collective bargaining agreements. Economic factors involve unemployment rates, economic cycles, and types of business ownership. Social factors comprise social groups, values, and status. Technological factors center around the type and rate of change of technology used. Psychological factors relate to attitudes and motivation levels. Political factors incorporate systems of government and involvement of political parties. Enterprise-related factors concern management styles and competition. Finally, global factors pertain to international relations, trade policies, and organizations like the ILO.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
Industrial democracy involves workers participating in decision making through methods like workers committees and councils. It treats workers as responsible partners rather than under autocratic management. This leads to improved communication between workers and management and more joint decisions that are agreeable to both parties, promoting industrial peace. Representative forms of industrial democracy can also facilitate communication through consultative bodies.
This document provides an overview of industrial relations in India. It discusses key topics like the three main participants in industrial relations (workers, employers, government), the impact of the Indian constitution and liberalization policies on IR. Some key points made include:
- IR describes the relationship between management and employees regarding employment conditions. The growth of large companies changed personal employer-employee relations.
- Trade unions represent workers' interests, while employers' organizations represent managers. The government also plays a role in protecting both parties' interests.
- The ILO works to promote full employment, workers' rights, and good working conditions globally. It is a tripartite organization with government, employer, and employee representatives.
Trade union Introduction and Types of Trade UnionMonisha Sathish
The document discusses the history and functions of trade unions. It notes that trade unions originally formed to protect workers from unfair treatment by employers. Their main functions are to raise wages and improve working conditions for members. The document then outlines different types of trade unions including craft unions, industrial unions, general unions, and reformist or revolutionary unions. It provides examples and definitions for each type.
The document summarizes trends in the Indian trade union movement since the 1990s economic reforms. It notes that the liberalization, privatization, and globalization reforms weakened unions by shifting the economy away from public sector industries and accepting a market-based approach. As a result, unions have seen declining membership and influence as employers adopt tougher stances in negotiations. Additional factors contributing to weaker unions are the rise of individualism among workers and increasing numbers of women in the workforce who are less inclined to participate in unions. However, some unions have adapted by focusing more on social issues and cooperation with management.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
The document discusses the HR environment and how various internal and external factors affect HR activities. It defines the HR environment as the dynamic factors that influence HR functions. Some key points:
- Internal factors include unions, organizational culture and conflicts, and professional bodies. External factors are political/legal, economic, technological, and demographic trends.
- HR managers can regularly meet with unions, incorporate organizational culture into training, and utilize professional bodies for recruitment to control internal factors. They can also implement cost-cutting measures, innovative hiring, and react quickly to economic changes.
- Environmental scanning allows HR to maintain awareness of opportunities and threats to modify strategies accordingly and demonstrate organizational agility in response to changes. Both external and internal
A global pharmaceutical company was losing executives in their mid-thirties to competitors. An investigation found this was due to compensation issues, as the company focused on long-term incentives and post-retirement benefits rather than current pay. It was recommended that the compensation package be redesigned to increase take-home pay for younger employees by reducing deferred benefits. The document then provides an overview of compensation management principles, theories, and practices.
The document discusses industrial relations and related topics. It defines industrial relations as the multilateral relations between employees, employers, and government. It outlines the key parties involved, including employees, employers' associations, trade unions, courts and tribunals, and the government. The objectives of industrial relations are to promote harmony between labor and management and improve productivity and working conditions. Trade unions represent workers' interests, while employers' organizations represent management. The International Labour Organization (ILO) also plays an important role in industrial relations.
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
Linking corporate strategy with hr strategySmit Dave
This document discusses linking corporate strategy and HR strategy. It provides examples of companies like Nucor, Lincoln Electric, and McKinsey that have effectively aligned their business and HR strategies. Specifically for Nucor and Lincoln Electric, their cost leadership strategies were supported by HR practices focused on performance-based compensation. McKinsey's differentiation strategy is enabled by recruiting and developing top talent. The document also discusses how companies like TCS and Harley-Davidson have adapted their HR strategies in response to changes in business strategy.
The document discusses the concept, characteristics, and functions of trade unions. It states that trade unions emerged to protect workers from exploitation as industrial establishments grew larger. They are voluntary associations formed by workers to promote their economic, social, and vocational interests through collective action. Trade unions negotiate with management on issues like wages and working conditions and provide job security to employees. The document also outlines different theories on why trade unions formed and discusses their structures at national and industry levels in India.
The document discusses traditional and modern pay systems, as well as the process for establishing pay plans.
1. Traditional pay systems are based on cost of living, seniority, and evenly distributed wages. Modern pay systems emphasize variable pay based on business, individual, team and organizational performance.
2. Establishing effective pay plans involves analyzing factors like the job market, designing compensation to attract and retain talent, and linking pay to performance to optimize costs.
3. Regular evaluation and review of pay plans is needed to ensure plans stay aligned with business strategy and changing internal and external conditions.
This document discusses competency mapping in human resource development. It provides background on the evolution of competency mapping, definitions of competency mapping, the steps involved in competency mapping, and how competency mapping can be used for recruitment, training, performance appraisal, and compensation. It also outlines various tools that can be used for competency mapping such as literature reviews, focus groups, structured interviews, behavioral event interviews, surveys, and observations.
Workers participation in management and its present status in indialokesh jain
Workers' participation in management aims to involve workers in enterprise decision-making. This document outlines the history and forms of workers' participation in India. It began in the 1920s but gained momentum post-independence through acts like the Industrial Disputes Act of 1947. Common forms of participation included works committees, joint management councils, and worker directors. However, progress has been limited due to factors like ideological differences between workers and management.
This document discusses labour welfare and industrial hygiene. It provides definitions and outlines the origins, need, objectives, principles, scope, and approaches of labour welfare. Key points include:
- Labour welfare originated after World War 1 and India followed ILO guidelines since 1919. It aims to improve employee development and working conditions.
- Objectives include enhancing quality of work life, improving the industrial system, and increasing a sense of belonging among employees.
- Principles include coordination, administration, quality control, and respecting employee values and traditions.
- Labour welfare includes voluntary and statutory efforts to better employee conditions, such as benefits, safety measures, and family support. It applies to various industries and organizational
Industrial relations involves the relationships between employers, employees, and their representative organizations within an industry. It includes the processes of collective bargaining, worker participation, and grievance resolution. The key parties involved are employees, employers, employer associations, trade unions, and the government. Industrial relations are shaped by institutional, economic, and technological factors. The objectives of industrial relations are to minimize conflict, improve productivity and working conditions, and establish effective communication between workers and management. Developing sound industrial relations requires trust between labor and management, top management support, and a professional human resources approach.
The document discusses labor legislation in India. It provides definitions and explains that labor legislation refers to laws enacted by the government to provide social and economic security to workers. The key types of labor legislation discussed are protective legislation, which focuses on minimum labor standards and working conditions; regulatory legislation, which regulates relations between employers and employees; and social security legislation, which provides benefits to workers during difficult times. The document also examines the impact of the International Labour Organization (ILO) on the development of India's labor laws.
The document provides an overview of industrial relations, including:
1. It defines industrial relations as the relationships between employees, employers, and labor unions within an organizational setting and discusses the need to maintain cooperation and avoid conflict.
2. It outlines the perspectives and objectives of industrial relations from the viewpoints of workers, employers, society, and government. Key objectives include establishing sound relationships, avoiding conflicts, and promoting industrial democracy.
3. It discusses the scope of industrial relations, including labor relations, employer-employee relations, and mechanisms for handling conflicts. Maintaining healthy relations and industrial peace are also identified as main aspects.
Industrial relations refers to the relationships between management and labor in an industry. It involves four key stakeholders: employees, employers, trade unions, and the government. Human resource management focuses on utilizing employees' skills and knowledge to achieve organizational goals through objectives, policies, and programs related to recruitment, training, compensation, and performance evaluation. Both industrial relations and human resource management are influenced by factors such as economic conditions, technology, laws and regulations, and organizational culture. Their objectives overlap in promoting harmonious employee and labor relations, avoiding conflicts, and helping the organization and employees meet their respective goals.
This document provides an overview of industrial relations. It defines industrial relations as the study of the relationship between management and employees in an organization, including mechanisms for resolving disputes. It discusses the key parties in industrial relations as management, employees, government, unions, and professional bodies. It also covers the scope of industrial relations in areas like employer-employee relations, group relations, and public relations. The roles and objectives of industrial relations are outlined as well, such as handling grievances, protecting employees' rights, and improving productivity.
Modern HR needs to move beyond rhetoric - Rajesh Kargeti, Vice President - HR...Anil Kaushik
To stay relevant, Unions should remain helpful to the industry. Instead of causing sabotage/threatening, they should innovate decent ways of protest and comprehend the fact that their survival is possible only when industry survives and grow. Their undue and irrelevant move can be so dangerous for large number of workers & their families, industry and national economy at large.
This document provides an overview of industrial relations and discusses the shift from industrial relations to employment relations. It begins by defining industrial relations and outlining its traditional focus on collective bargaining and dispute resolution. However, globalization and other economic changes have led to a broader focus on individual employment relationships and human resource management. The scope of industrial relations now extends beyond unions and collective issues to include all work-related interactions and enterprise performance. This represents a transition from industrial relations to the broader concept of employment relations, which emphasizes individual employees, cooperation between management and workers, and developing a productive work environment with less conflict.
The document provides an overview of industrial relations in Nepal. It begins by defining key terms like industry, relations, and industrial relations. It then discusses the main actors in industrial relations including employees, employers, and the government.
The document outlines Nepal's labor policies and legislation, including features of its labor force, framework of laws like the Labor Act, wages and salaries, working hours and holidays. It also discusses the purpose and objectives of industrial relations systems.
Finally, the document discusses concepts like pluralism and Marxism as perspectives on industrial relations and provides details on the industrial relations process in Nepal involving conciliation, referral to courts, and remedies for unlawful dismissal.
Industry Visit Report of Coast to coast (pvt). ltdSakhawat Hossain
This document provides an overview of industrial relations at Coast To Coast (Pvt.) Ltd., a garment manufacturing company in Bangladesh. It discusses the company's history and operations. It also summarizes key aspects of Coast To Coast's industrial relations practices, including collective bargaining, employee benefits, health and safety policies, and disciplinary procedures. The company aims to maintain harmonious relationships between management and employees through these industrial relations activities and policies.
This document discusses industrial relations, which refers to the relationships between employers and employees within an industry. It covers the meaning of industrial relations, its importance, objectives, and present status in India. Industrial relations aim to create cooperation between labor and management to maintain harmonious relationships and avoid conflicts. They help establish workplace democracy, economic growth, and improved employee morale. The document also outlines several conceptual models that frame industrial relations, including psychological, sociological, human relations, socio-ethical, and Gandhian approaches.
The document discusses how the changing environment is impacting human resource management, including changes in society, technology, employers, employees, and the economy. It also outlines trends that will reshape the future of HR, such as tapping skills globally, treating each employee individually, the rise of extended and global workforces, and the impact of new technologies. Human resource management must adapt to these changes by developing new strategies around skills, talent management, organizational structure, and supporting the evolving needs of employees.
The document discusses industrial relations (IR), which refers to the relationship between employees and management in an industry. Key points include:
1. IR involves many variables and aims to maintain harmonious relations through collective bargaining and grievance procedures.
2. The main actors in IR are workers/unions, management/employers associations, and the government, which shapes IR policies through laws and agreements.
3. Collective bargaining is an important process that establishes work conditions, avoids disputes, and promotes stable industry-labor relations.
This document discusses the relationship between human resource economics and different industries. It begins with an introduction to human resource economics and how it seeks to understand how to effectively utilize labor for mutual benefit. It then provides examples of how human resource economics impacts the BPO and automobile manufacturing industries. During economic recessions, attrition rates in the BPO industry decrease as fewer employees change jobs. For automobile manufacturing, hiring locally can provide employment while reducing costs. The conclusion reiterates that human resources are vital to economic development and job creation.
The document discusses various perspectives on industrial relations including from workers, employers, society, and government. It describes industrial relations as the complex relationships between management, workers, and government agencies. It also discusses key theories on industrial relations including Dunlop's systems model which views industrial relations as interconnected parts influenced by external forces, and Weber's social action theory which sees society as a product of human activity rather than external forces.
The document discusses the changing workforce and industrial relations. It begins by outlining reasons for changes in the workforce, such as globalization, new technologies, and shifting worker demographics and expectations. This is forcing companies to change their concepts and move from a focus on hours worked to productivity and employee engagement.
The essence of the changing workforce is discussed, focusing on how it is impacting trade unions and use of contract labor. Trade unions are playing a more cooperative role with companies. While contract labor provides flexibility, it also raises issues if labor laws are not followed.
The industrial relations scenario encompasses factors like collective bargaining, dispute resolution mechanisms, and labor legislation. Maintaining good relationships between management and workers is key.
This document discusses industrial relations and its importance. It begins by defining industrial relations as the relationship between employees and management, and how good relations are important for productivity and avoiding conflicts. It then provides definitions of industrial relations from various sources. The document outlines objectives of industrial relations like enhancing worker status and minimizing conflicts. It also discusses factors that influence industrial relations like economic, technological and institutional factors. Finally, it briefly describes different approaches to studying industrial relations like the unitary, pluralist, Marxist, social action, and systems approaches.
The role of workplace partnership strategies in employee management relationsAlexander Decker
This document discusses workplace partnership strategies and their role in employee-management relations. It begins by explaining that organizations aim to earn profits and develop strategies to do so, with one major concern being how to deal with employees. Workplace partnerships that consider both business and employee needs before decision-making have been shown to contribute to healthy relationships. The document then reviews literature on the evolution of industrial relations and interactions between employers, employees, and governments. It defines industrial relations and discusses factors like legislation, unions, and economic conditions that influence the quality of relations.
Move from industrial to employment relations revisedmusyokasaff
Kindly find this paper useful in all fields, you can as well share the resource with friends in all learning institutions. This is entirely the my original work. The paper will also be useful in fields like medicine, law and social science.
industrial relation and employee welfare.. unit 1 that will explain the introductory part of course.. in this student can have understanding of fundamentals of industry and relations between employee and employer. the history is also explained in this how the employer - employee relation has been started and how this topic secured its place in education. in studying of HRM its very important to understand the industry and its principles.
THE FUTURE OF EMPLOYER-EMPLOYEE RELATIONS: A TOUGH BALANCING ACTLeapFrog Strategy
This document discusses potential future scenarios for employer-employee relations in India over the next decade. It notes that while the current model emphasizes flexibility for employers and career management by employees, Indian culture highly values humane and collective aspects. Three possible scenarios are outlined: 1) continued individualism and high attrition as economics overrides culture, 2) rise of professional networks as employees' main affiliation, and 3) some enlightened companies prioritizing caring, loyal relationships to engage employees fully. Overall, the future will likely involve balancing economic and cultural factors between individual and collective orientations.
HR Revista 4th edition - Best People PracticesChintan Trivedi
HR Revista is a quarterly E-magazine published by MHRM Student and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University of Vadodara.
CTO mapping for digital application in Indiaanonymous
This document contains profiles of various technology executives including their names, current and past roles, education details, and contact information. It includes profiles from companies like Flipkart, Swiggy, MakeMyTrip, Zomato and others.
This document contains contact information for principals and heads of various schools located in cities across northern India, including Amritsar, Ludhiana, Bathinda, Jalandhar, Patiala, Jammu, Sonipat and others. It lists the school name, contact phone numbers, principal name, email address, experience, education and previous employment. There is contact information for over 50 schools presented without any additional context.
SPORTS IN INDIA
Meaning of the term sport
History of sports in India.
Evolution of the sports after Independence.
Various sports played in India
India as a host
National game of India
Achivements and memories
Sports Authority of India
Politics and sports
Cricket overpowering other sports in India
The modern trend in sports
Summer Internship Project Report on Digital Marketing for INTERALLAINCE WER...anonymous
Summer internship project report on Summer Internship Project Report on Digital Marketing for INTERALLAINCE WERARDT & Market Survey For New Product Launch: BONN BREAD
Assignment on Case- IKEA: DESIGN AND PRICINGanonymous
SUMMARY / BACKGROUND OF THE CASE
IKEA Swedish retailer
Dominates markets in 32 countries.
Corporate Mantra: “Low price with the meaning”
Good quality at a low price.
30-50% below competitors
Last 4 years – Retail prices reduced by 20%
A ASSIGNMENT on PRODUCTION AND OPERATIONS MANAGEMENT
Q. Prepare a worksheet of operation activities that Amit should inquire about this summer?
Q.To manage the firm , how much does Amit need to know about operations ? WHY?
Q. What are the problems do you expect Amit to encounter this summer – both at Khana Khazana – on wheels and at other institutions.?
Q.If you were Amit , what would you do ? Why?
Presentation on RIGHT TO INFORMATION ACT 2005
HISTORY OF RTI ACT 2005
WHY AND WHAT
WHEN AND WHERE
WHO
HOW
FEES
PROCESS
APPEALS
IMPORTANT SECTIONS
INFORMATION WHICH CANNOT BE SHARED
ROLE OF PHYSICAL EVIDENCE IN SERVICE MARKETINGanonymous
Physical evidence refers to the tangible components of a service that facilitate performance or communication of the service. It includes the environment in which the service is delivered and where customers interact with the business. Physical evidence can be essential, such as the facilities required to deliver the service, or peripheral, which enhances but is not essential to the service. It plays important roles such as creating atmosphere, building trust, influencing perceptions of quality, facilitating service delivery, and differentiating a business from competitors. Examples of physical evidence include facility design, equipment, signage, employee appearance and performance.
Nokia and Samsung both went through typical product life cycles of introduction, growth, maturity, and decline. Nokia saw high growth rates during its growth stage from 2002-2009 while Samsung saw even higher growth from 2006-2011 as it expanded its product portfolio beyond basic phones. Both companies faced increasing competition in later stages as local brands and each other cut into their market share. They responded with strategies like lowering prices, expanding distribution channels, and offering promotions and bundles to sustain sales during maturity.
Hr presentation on WIPRO AS A LEARNING ORGANIZATIONanonymous
Wipro is a global IT company that emphasizes learning and development. It spends 1% of revenue on training through programs like Project Readiness for new recruits and Manager Excellence Framework for experienced employees. Wipro aims to be a learning organization by encouraging knowledge sharing and adapting to changes. It has received multiple awards for its learning practices. The company also focuses on social responsibilities through the Azim Premji Foundation, which works to improve education in India.
Dissertation ppt on ROLE OF SALES PROMOTION IN FMCGanonymous
Dissertation ppt on ROLE OF SALES PROMOTION IN FMCG
ABOUT THE TOPIC
MARKETING MIX AND PROMOTIONS
PROMOTION – One of the important element
SALES PROMOTION
WHY MARKETERS USE
This document is a dissertation project report submitted in partial fulfillment of an MBA degree from Ansal University in Gurgaon, India. The report examines the role of sales promotions in the fast moving consumer goods (FMCG) sector. It includes an introduction, literature review on sales promotions and consumer behavior, research methodology used in a survey, data analysis and findings from the survey, and conclusions and recommendations. The focus is on analyzing the effects of various consumer-oriented sales promotion tools and strategies on buying habits in the FMCG sector, specifically related to soaps and detergents.
ANALYSIS OF DISCREPANCIES IN ORGANIZATIONAL DEVELOPMENTanonymous
ANALYSIS OF DISCREPANCIES IN ORGANIZATIONAL DEVELOPMENT
MEANING OF DISCREPANCY ANALYSIS
EXAMPLE FROM THE INDUSTRY
QUESTIONAIRE
ANALYZING DISCREPANCY IN OD
REFERENCES
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
3. INDUSTRIAL RELATIONS
Industrial relations has become one of the most delicate and
complex problems of modern industrial society. Industrial
progress is impossible without cooperation of labors and
harmonious relationships. Therefore, it is in the interest of all
to create and maintain good relations between employees
(labor) and employers (management).
4. CONCEPT OF INDUSTRIAL
RELATIONS
The term ‘Industrial Relations’ comprises of two terms:
‘Industry’ and ‘Relations’. “Industry” refers to “any
productive activity in which an individual (or a group of
individuals) is (are) engaged”. By “relations” we mean “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.
5. ACTORS IN IR SYSTEM
Three main parties are directly involved in industrial
relations:
Employers: Employers possess certain rights vis-à-vis labors. They have
the right to hire and fire them. Management can also affect workers’
interests by exercising their right to relocate, close or merge the factory or
to introduce technological changes.
Employees: Workers seek to improve the terms and conditions of their
employment. They exchange views with management and voice their
grievances. They also want to share decision making powers of
management. Workers generally unite to form unions against the
management and get support from these unions.
Government: The central and state government influences and regulates
industrial relations through laws, rules, agreements, awards of court ad the
like. It also includes third parties and labor and tribunal courts.
6. SCOPE OF IR
Collective bargaining
Machinery for settlement of industrial disputes
Standing orders
Workers participation in management
Unfair labor practices
7. FUTURE IR SCENARIO
The population of the country is now more them 100 cores.
Unemployment which is acute today will further be aggravated leading to
a large unskilled population who cannot be employed in industries which
may need more and more qualified, skilled and technical hands.
Automation, mechanization , robotisation etc., will greatly reduce demand
for unskilled while creating short supply of trained and experience hands.
MNCs and big business houses and corporate bodies will compete
acquiring the cream of the country while a large number will be flying out
of the country for better career opportunities abroad. Downsizing the
industries and gradual reduction in industrial employment even seen in the
recent past can lead to grave unemployment problem and labor unrest
adversely affecting industrial growth and economy of the country. But
worker profile will be different who will require all care and attention to
work in competitive and challenging environment.
8. CONT…...
With the changes, the economic, cultural scenario of this Century is going
to be radically different. The Changing industrial climate in terms of
vision, value and mission will dictate the norms of business ethics.
There are changes in the nature of labor force, union approaches to
management process, physical and behavior characteristics of internal
forces, all affecting the strategies of organization .
But at the same time, we must face the reality that industrial relations is a
function of balance of power between collective groups. Whereas sound
HRM practices should, and will, prevail at the level of individual
employee relationship
9. CONT…...
For maintaining, good IR, in future, responsibility should be shifted from
HR Manager to line manager. It has to start from selection. People should
be raw talent, Expectations must be set, organization has from these
people, not by setting out the steps they must take, but by communicating
the end result that they must ensure. Individuals have to be strengthened
and putting them at right fit for their talent.
HR manager should train line manager for this new role and arm them
with HR tools so they could contribute effectively in keeping good IR and
develop HR. And above all , you need to create a better workplace, so that
employees are highly engaged in their work. Engaged employees treat
organization's concerns as their own, because they identify them closely
with the company. The result is higher productivity, better reward for
people and of course good IR and HRD.
10. FUTURE ISSUES FOR IR
In these circumstances the issues which IR will be called upon to
address, in particular in Asia, need to be identified.
Employers are now compelled to view IR and HRM from a strategic
perspective; in other words, not only from the traditional viewpoint of
negotiating terms and conditions of employment and performing a
personnel and welfare function. IR and HRM are directly relevant to
competitiveness, and how they are managed will impact on enterprise
performance, e.g.
its productivity and quality of goods and services, labor costs, quality
of the workforce, motivation, prevention of disputes and not only their
settlement, and aligning employee aspirations with enterprise
objectives.