This document summarizes the history and development of industrial relations in India. It discusses how industrial relations emerged in the late 1910s in the US in response to poor working conditions and the imbalance of power between employers and employees. It then covers the introduction of industries to India under British rule in the 1850s, and the harsh working conditions that led to disputes. Key labor laws were established over time in response to events like World War I and II. Post-independence, the Industrial Truce Resolution established further protections. Globalization in the 1990s impacted skills, participation, and relations. Recent trends include declining union density but more pro-labor policies. Overall industrial relationships have improved but still require work to be fully maintained.

1. INDUSTRIAL RELATIONS
GROWTH
AND
DEVELOPMENTS

3. CONCEPT OF INDUSTRIAL RELATION
(IR)
Industrial relations are the outcome of
employment relationships essentially
between the-
employer
•employers
•Employers’
associations
employee
•employees
•Trade
unions
government
•government
•Courts and
tribunals

4. OBJECTIVES
OF IR
Develop & maintain
harmonious relations
Safeguarding
the interests
Establishing and
maintaining industrial
democracy
Avoiding
all forms
of
conflicts

6. BIRTH OF INDUSTRIAL RELATIONS
The field of IR was born in U.S in the late
1910s.
It emerged from both negative impulses and
positive impulses.
Negative impulses includes-
•Human sufferings
•Injustice
•Unrestrained profit-making
•Employers’ power and
•capitalism

7. POSITIVE IMPULSES OF IR
• Need for the improvement in the
working condition.
• Improvement in the relationship
between the employer and employees.
Through a combination of-
•Education
•Legal reforms
•Scientific discoveries
•Higher sense of ethics & responsibility.

8. INDUSTRIAL RELATIONS UNDER BRITISH RULE
India was expected to be a colonial market
for British goods.
Establishment of the first cotton mill in Mumbai
in 1853 and jute mill in Kolkata.
Working condition of the workers, at that
time, were harsh with very low pay.
This gave rise to various
disputes between the
management and employees.

9. Disputes between the management
and employees.
Due to this, Factories Act, 1881
was established and granted
certain rights to the workers.

10. IR UNDER 1ST AND 2ND WORLD WAR
During 1st world war, prices of all product went up
and profit soared, but the wages of employees were
still same.
Due to this, the rate of strikes were quite high at that
time.
During this time, The Workmen’s Compensation Act,
1923, The Trade Union Act, 1926 and The Trade
Disputes Act, 1927 were established.
Due to this, the workers started getting shares in
the profit but still their share and wages were low
for survival.

11. The year following the world
war II involved the most
workers’ upheaval and saw
the establishment of the two
most important labour
legislations-
• The Industrial Employment
Act, 1946
• The Industrial Disputes Act,
1947

12. POST INDEPENDENCE IR
The post independence era saw a
developing relation between industry and
labour.
A conference called The Industrial Truce
Resolution took place in 1947.
This lead to the establishment of Factories
Act, Minimum Wages Act and Employees’
State Insurance Act, 1948.
This ensured peace
between the labour &
industry.

13. IR IN THE ERA OF GLOBALISATION
(1991-onwards)
The LPG Era has brought significant
changes in the-
•Social;
•Economic;
•Technological; and
•Political environment of Indian
business.
And it has a huge impact on the
industries and the relations
existing within them.

14. IMPACT OF GLOBALISATION ON
INDUSTRIES AND THEIR RELATIONS
1.Integration of economies.
2.Global benchmarking.
3.Change in management style.
4.Increase in education level.
5.Change in skill level.
6.Knowledge workers.
7.Workers’ participation in
management.

15. RECENT DEVELOPMENTS IN
INDUSTRIAL RELATIONS
1.New actors and the emerging
dynamics.
•Employers
•Employers’ association
•Employees
•Trade unions
•Government
•Courts & tribunals •Consumers and
•Community

16. 2. Pro-labour-pro-societal
policies.
3. Declining Trade Union
density.

17. 4. Due to Industrial Conflict-
In 1980-81,
Man days
lost=402.1
million
In 1990-91,
Man days
lost= 210
million

18. In 2003-04, man days lost=
6.39 million
The total number strikes and lockouts
went down to 13.6% from 552 in 2003
to 477 in 2004.

19. The Payment of Wages
(amendment) Act, 2005,
enhanced the wage ceiling from
Rs.1600 per month to Rs. 6000
per month, with effect from 9th
Nov. 2005.

20. …but still we are lacking somewhere
in maintaining industrial
relationships….

21. CONCLUSION
There is no denying the fact that management
philosophy is undergoing a sea change over
the last few decades. Management’s focus is
changing from managing workers to that of
managing work. The organizations today
realize that human resource is the greatest
asset and are adopting policies like
competence building, job rotation etc, which
promote the overall development of the
workers and thus, helps in establishing and
maintaining good relations at the work place.

22. PRESENTED BY-
Roll no. 180- Tripti Singh
182- Utkarsh Singh
188- Vinay Shukla
193- Aditya Kejriwal
UNDER THE
SUPERVISION OF-
Prof.S.C.Das

23. THANK YOU