The document discusses the impact of technology on industrial relations and human resource management, highlighting challenges such as employment changes and trade union resistance. It emphasizes the need for HR managers to foster supportive environments and integrate employee relations with innovative practices. Additionally, the document outlines the importance of union collaboration and strategic HR functions in enhancing workplace relations and organizational goals.

1. INDUSTRIAL RELATION
–
IMPACT OF TECHNOLOGY
&
HR ISSUES
By:
Shashank Shekhar

2. IR AND TECHNOLOGY
• Rapid state of technological change is creating
vigorous controversy and problems in different
functional areas of management specially in the
domain of Industrial Relation.
• The two major concerned factors are :
1. The impact of technological change on levels of employment and the
nature of skills.
2. The growing resistance of trade unions to technological changes .
• There are varied types of motivations underlying
innovations or proposal for change having different
relevance for industrial relations.

3. Contd…
Following are some reasons which have motivated different
organizations to engage in innovative behavior :
1. In order to minimize labour cost and reduce the supply price
of prospective employees.
2. Automation of production areas where there is a skill
shortage.
3. Changes are more concerned with “Product Market” rather
than “Labour Market” .
4. To replace worn out and obsolete equipment .
5. Innovations are have been introduced by employers to
accomplish administrative purposes.

4. TRADE UNION RESPONSE
• Fear of Unemployment
• Redundancy and Problems of Retraining
• Major Benefits of Improved Technology
• Workers Hardest Hit by Modernization
• Negotiated Change
• Appropriate Training
• Accent on Team Work
• Supportive Management Practices

5. HUMAN RESOURCE MANAGEMENT
• Human Resource comprise the aggregate of
employees attributes including
o Knowledge,
o Skills,
o Experience and
o Health.
• Human resource management is a strategic
management function.
• It deals with
o The human resource aspect of corporate policy
o Formulation of Human Resource Objectives.
o Policies , Procedures and programs for implementing these policies.

6. Contd..
• The human resource management concept takes the
individual employees while formulating and
implementing its objectives and strategies .
• Growth can be only ensured through appropriate
collaboration and amalgamation of various personnel
around organizational goals.
• Human beings are the resources that control the
financial, material, and other resources in an
organization thereby making HUMAN RESOURCE
MANAGEMENT an important functional area.

7. HR IN EMPLOYEE FUNCTION

8. Activity Under HRM
• Recruitment and Selection.
• Training of New Employees.
• Motivation and Development of human beings in an
organization.
• Looking toward employee problems and grievances.
• And, Various essential functions like payroll
management, performance appraisal etc.

9. Factors Influencing HR
• Available and Required Manpower.
• Nature and Type of Human Resources.
• Vocational and Professional Standards of manpower.
• Value system of the individual and their attitude.
• Level of knowledge and skills.
• Creativity and Innovation within employees.

10. IR AND HRM
• The HRM approach can help in improving Industrial
Relation.
• The HR Managers must create a motivating climate so
that employees commit themselves to work.
• The HR managers can contribute to “QUALITY OF WORK
LIFE ” which includes fair remuneration , safe and
healthy environment, opportunities for growth etc.

11. EMPLOYEE RELATION AND HR

12. INTEGRATING IR AND HRM
• The methodology used in HRD approach to Industrial
Relations include diagnosis of the problem and design
of new processes to bring about necessary changes.
• Trade Unions should be regarded as partners in the
organization’s success and must be regarded as critical
players.
• The Unions should assume responsibility for quality
improvement and participation of workers in important
decisions.

13. HR AND IR COORDINATED ACTIVITIES

14. Contd…
• Union support is essential for :
o Seeking the support of employees .
o Grievance Handling an related activities.
• HR Managers play various role in developing and
maintaining Industrial Relation :
1. Facing and communicating with different Union Leaders.
2. Balancing Several Union demands against one another .
3. Handling personality clashes and Inter-Departmental
problems.
• The relationship between HR department and the
Union Leadership has generally been the mainstay of
Industrial Relation System.

15. IMPROVING IR THROUGH HR
• In order to improve industrial relation a lot need to be
done through :
1. COMMUNICATION PROGRAMMES.
2. PARTICIPATIVE DECISION MAKING.
3. TRAINING.
4. WORKER PERFORMANCE.
5. COUNSELLING IN PROBLEM CASES.
6. EMPLOYMENT COST REDUCTION.