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.

1. INDUSTRIAL RELATIONS
Prepared by:
Parth H. Mehta
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2. FLOW OF PRESENTATION
1. The Concept of Industrial Relations
2. Definitions of Industrial Relations
3. Major Stakeholders of Industrial Relations System
4. Objectives of Industrial Relations
5. Importance of Industrial Relations
6. Approaches to Industrial Relations
7. Perspectives for Industrial Relations
8. Problems under Industrial Relations
9. Measures for improving Industrial Relations
10. How to Settle Industrial Disputes ?
11. Acts Related to Industrial Disputes in India. 2
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3. THE CONCEPT OF INDUSTRIAL RELATIONS
INDUSTRIAL
RELATIONS
RELATIONS
“The relationships that
exist within the industry
between the employer
and his workmen”
INDUSTRY
“Any Productive activity
in which an individual (or
a group of individuals) is
(are) engaged”
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4. DEFINITIONS OF INDUSTRIAL RELATIONS
 The Basic Definition of Industrial Relations is
“The Relationship between an employee and
management”
 According to J.T. Dunlop,
“the complex interrelations among managers, workers
and agencies of the governments”
 According to Dale Yoder,
“Industrial relations is the process of management
dealing with one or more unions with a view to negotiate
and subsequently administer collective bargaining
agreement or labor contract.” 4
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5. MAJOR STAKEHOLDERS OF
INDUSTRIAL RELATIONS SYSTEM
INDUSTRIAL
RELATIONS
Labor
Employees
Government Vendors
Trade
Unions
Customers
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6. OBJECTIVES OF INDUSTRIAL RELATIONS
 Establish sound relationship between workers and
management.
 Prevent industrial conflicts and strikes by raising the
economic status of workers.
 Raise Productivity in the organization.
 Provide opportunity to the workers to participate in
management and decision making process. Promote
Industrial Democracy.
 Avoid Unnecessary interference of the government. 6
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7. IMPORTANCE OF INDUSTRIAL RELATIONS
 Uninterrupted Production.
 To maintain industrial peace and Reduce Industrial
Disputes.
 Improve Morale of Employees.
 Mental Revolution of workers and employees.
Recognize the interest of each other.
 Reduction in wastage of Man, material and machines.
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8. APPROACHES TO INDUSTRIAL RELATIONS
 Psychological approach: The conflicts between labour and
management occur because every group negatively perceives
the behaviour of the other.
 Sociological approach: The management goals, workers’
attitudes, perception of change in industry, are all, in turn,
decided by broad social factors like the culture of the
institutions, customs, structural changes, status symbols,
rationality, acceptance or resistance to change etc. Industry is,
thus inseparable from the society in which it functions.
 Human relations approach: Major problems in industrial
relations arise out of a tension which is created because of the
employer’s pressures and workers’ reactions, protests and
resistance to these pressures through protective mechanisms
in the form of workers’ organization, associations and trade
unions.
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9. PERSPECTIVES FOR INDUSTRIAL RELATIONS
 Worker's Perspective: Better Pay, Workplace Safety,
Job Security, Training.
 Employer's Perspective: Productivity, Flexibility of
Workforce, Employment laws, Managing industrial
conflicts.
 Society Perspective: Living wage, Equality of
opportunity, Work-life Balance, Rights of the individual.
 Government Perspective: Competitiveness of other
country’s industry, Reducing unemployment,
globalization, Controlling the economy.
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10. PROBLEMS UNDER INDUSTRIAL RELATIONS
 Narrow Focus by the employees of the organization.
 Inflexibility of Employer leading to decrease in the
creativity of the employee.
 Employees believe that there is a great divide that
exists between them and the management of the
company.
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11. MEASURES FOR IMPROVING INDUSTRIAL
RELATIONS
 Strong and Stable Union
 Mutual Trust
 Workers’ Participation in Management
 Mutual Accommodation
 Sincere Implementation of Agreements
 Sound Personnel Policies
 Government’s Role
 Progressive Outlook of the Management
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12. HOW TO SETTLE INDUSTRIAL DISPUTES ?
 Collective Bargaining
 Code of Discipline
 Grievance Procedure
 Arbitration
 Consultative Machinery 12
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13. ACTS RELATED TO INDUSTRIAL RELATIONS IN
INDIA
 The Industrial Disputes (amendment) Act, 2010
 The Plantation Labor Act, 1951
 The Industrial Disputes Act, 1947
 The Industrial Employment (Standing Orders) Rules, 1946
 The Industrial Employment (Standing Orders) Act, 1946
 The Trade Unions (Amendments) Act, 2001
 The Trade Unions Act, 1926 13
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14. THANK YOU
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