The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can help boost productivity and growth while ensuring social justice and workers' welfare.
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
WORKERS’ PERSPECTIVE: BASIS OF SELECION AND JOINING A TRADE UNIONinventionjournals
Industrialization is the only key to economic development because it is the fundamental process to utilize the enormous available human assets and other physical & natural resources for the consistent advancement of a developing country, like India. Trade unions are nothing but a ―Pressure Group‖ (also known as Advocacy groups, interest groups, campaign groups, lobby groups, a protest group, or special interest groups), which exert a pressure and use various forms of advocacy on the management/ employers, or even on Govt. in order to influence policy, legislation, opinion, strategy, decisions etc. in favor of the workers/ employees. The aim of all pressure groups is to influence the people who actually have the Decision-making power (management, employer or Govt.). Trade Unionism is a by-product of rapid industrialization right from the colonial era. A trade union is nothing but a well organized group of working class employees for protecting, sustain, and enhanced the group members’ interests and benefits on the basis of unity of strength. Its main objective is to protect & protest its members from exploitation and enhance & advance the interests & benefits of them. They are the most appropriate organizations for complementary and improving the relations between the employer and the employees. India now has more than 84,650 registered trade unions along with an unaccounted number of unregistered trade unions speckled across a wide spectrum of Indian trade & industries. This paper tries to understand what the basic philosophy of an employee behind the selection of a particular trade union over the others.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
WORKERS’ PERSPECTIVE: BASIS OF SELECION AND JOINING A TRADE UNIONinventionjournals
Industrialization is the only key to economic development because it is the fundamental process to utilize the enormous available human assets and other physical & natural resources for the consistent advancement of a developing country, like India. Trade unions are nothing but a ―Pressure Group‖ (also known as Advocacy groups, interest groups, campaign groups, lobby groups, a protest group, or special interest groups), which exert a pressure and use various forms of advocacy on the management/ employers, or even on Govt. in order to influence policy, legislation, opinion, strategy, decisions etc. in favor of the workers/ employees. The aim of all pressure groups is to influence the people who actually have the Decision-making power (management, employer or Govt.). Trade Unionism is a by-product of rapid industrialization right from the colonial era. A trade union is nothing but a well organized group of working class employees for protecting, sustain, and enhanced the group members’ interests and benefits on the basis of unity of strength. Its main objective is to protect & protest its members from exploitation and enhance & advance the interests & benefits of them. They are the most appropriate organizations for complementary and improving the relations between the employer and the employees. India now has more than 84,650 registered trade unions along with an unaccounted number of unregistered trade unions speckled across a wide spectrum of Indian trade & industries. This paper tries to understand what the basic philosophy of an employee behind the selection of a particular trade union over the others.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
bitripartite and tripartite by Apurva & Sejal.pptxDrJyotiDashora
Tripartite refers the three parties and bitripartite refers two parties.
The tripartite body was establish to make peace and improve relations between management and unions and maintain smooth functioning of union management relation. Tripartite bodies in India are : ILC (The Indian Labour Conference), SLC (The Standing Labour Committee) , The committee on Conventions ,The Industrial Committee .
ILC (Indian Labour Conference) and SLC (Standing Labour Committee) are both important constituents of tripartite bodies and play a vital role in shaping the IR system of the country. The labour Ministry settles the agendafor ILC\SLC meetings after taking into consideration the suggestion sent to it by member organisation. The ILC meets once a year , whereas the SLC meets as and when necessary.
Evaluation of ILC and SLC : Tripartite diliberations have helped reached consensus on statutory wage fixation , Industrial Disputes Act 1947 , provident fund scheme 1950 The mines act 1952 , etc.
Committee on Conventions : 1. To examine the ILO conventions and recommendations which have not so far been ratified by India. 2. To make suggestions with regard to a phased and speedy implementation of ILO standards.
Bipartite bodies : it is a system of industrial relation where social and labour issues are discussed between trade unions and management,usually at the enterprise level.
Work committee is meant by the industrial units to prevent and settle disputes at unit level is known as work committee.
Joint Managemnet
Under this system, Joint Management Councils are constituted at the plant level. These councils were set up as early as 1958 and consist of an equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least500 workers.
Under this system, Joint Management Councils are constituted at the plant level. These councils were set up as early as 1958 and consist of an equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least500 workers.
Bipartism is a system of industrial relations where social and labour issues are discussed between trade unions and management, usually at the enterprise level. The bipartite consultative machinery comprises two important constituents, viz., the works committees and the joint management councils. These are purely consultative and not negotiating bodies. This consultative joint machinery- with equal representation of the employers and the workers has been set up exclusively for dealing with disputes affecting the plant or industry.
Unit 1 Industrial Relation
Unit 2 Industrial Dispute Act, 1947
Unit 3 Trade Union Act, 1926 & worker's Participation in Management
Unit 4 The Industrial Employment Standing Order act 1946 & Labor Welfare
Unit 5 Factories Act, 1948
Unit 6 Contract Labor Act, 1970 & Child Labor Act, 1986.
A trade union is an organization of worker who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working condition. Trade unions are the controller of the labor force of an industry which works for the betterment of the country’s trade by ensuring the right of the labor force. The trade union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contract with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Unions may organize a particular section of skilled workers like craft unionism a cross-section of workers from various trades or attempt to organize all workers within a particular industry. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning. Trade unions try to develop close working relationships with employers. Globalization businesses are expanding rapidly for that reason the workforce in the industries are increasing hugely. To maintain the whole work force alone by the management is a very tough job. Trade unions are the only way to manage, compliant, and control the labor force. Lots of objectives are there to organize trade unions.
bitripartite and tripartite by Apurva & Sejal.pptxDrJyotiDashora
Tripartite refers the three parties and bitripartite refers two parties.
The tripartite body was establish to make peace and improve relations between management and unions and maintain smooth functioning of union management relation. Tripartite bodies in India are : ILC (The Indian Labour Conference), SLC (The Standing Labour Committee) , The committee on Conventions ,The Industrial Committee .
ILC (Indian Labour Conference) and SLC (Standing Labour Committee) are both important constituents of tripartite bodies and play a vital role in shaping the IR system of the country. The labour Ministry settles the agendafor ILC\SLC meetings after taking into consideration the suggestion sent to it by member organisation. The ILC meets once a year , whereas the SLC meets as and when necessary.
Evaluation of ILC and SLC : Tripartite diliberations have helped reached consensus on statutory wage fixation , Industrial Disputes Act 1947 , provident fund scheme 1950 The mines act 1952 , etc.
Committee on Conventions : 1. To examine the ILO conventions and recommendations which have not so far been ratified by India. 2. To make suggestions with regard to a phased and speedy implementation of ILO standards.
Bipartite bodies : it is a system of industrial relation where social and labour issues are discussed between trade unions and management,usually at the enterprise level.
Work committee is meant by the industrial units to prevent and settle disputes at unit level is known as work committee.
Joint Managemnet
Under this system, Joint Management Councils are constituted at the plant level. These councils were set up as early as 1958 and consist of an equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least500 workers.
Under this system, Joint Management Councils are constituted at the plant level. These councils were set up as early as 1958 and consist of an equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least500 workers.
Bipartism is a system of industrial relations where social and labour issues are discussed between trade unions and management, usually at the enterprise level. The bipartite consultative machinery comprises two important constituents, viz., the works committees and the joint management councils. These are purely consultative and not negotiating bodies. This consultative joint machinery- with equal representation of the employers and the workers has been set up exclusively for dealing with disputes affecting the plant or industry.
Unit 1 Industrial Relation
Unit 2 Industrial Dispute Act, 1947
Unit 3 Trade Union Act, 1926 & worker's Participation in Management
Unit 4 The Industrial Employment Standing Order act 1946 & Labor Welfare
Unit 5 Factories Act, 1948
Unit 6 Contract Labor Act, 1970 & Child Labor Act, 1986.
A trade union is an organization of worker who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working condition. Trade unions are the controller of the labor force of an industry which works for the betterment of the country’s trade by ensuring the right of the labor force. The trade union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contract with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Unions may organize a particular section of skilled workers like craft unionism a cross-section of workers from various trades or attempt to organize all workers within a particular industry. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning. Trade unions try to develop close working relationships with employers. Globalization businesses are expanding rapidly for that reason the workforce in the industries are increasing hugely. To maintain the whole work force alone by the management is a very tough job. Trade unions are the only way to manage, compliant, and control the labor force. Lots of objectives are there to organize trade unions.
how to sell pi coins in South Korea profitably.DOT TECH
Yes. You can sell your pi network coins in South Korea or any other country, by finding a verified pi merchant
What is a verified pi merchant?
Since pi network is not launched yet on any exchange, the only way you can sell pi coins is by selling to a verified pi merchant, and this is because pi network is not launched yet on any exchange and no pre-sale or ico offerings Is done on pi.
Since there is no pre-sale, the only way exchanges can get pi is by buying from miners. So a pi merchant facilitates these transactions by acting as a bridge for both transactions.
How can i find a pi vendor/merchant?
Well for those who haven't traded with a pi merchant or who don't already have one. I will leave the telegram id of my personal pi merchant who i trade pi with.
Tele gram: @Pi_vendor_247
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how can I sell my pi coins for cash in a pi APPDOT TECH
You can't sell your pi coins in the pi network app. because it is not listed yet on any exchange.
The only way you can sell is by trading your pi coins with an investor (a person looking forward to hold massive amounts of pi coins before mainnet launch) .
You don't need to meet the investor directly all the trades are done with a pi vendor/merchant (a person that buys the pi coins from miners and resell it to investors)
I Will leave The telegram contact of my personal pi vendor, if you are finding a legitimate one.
@Pi_vendor_247
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how can i use my minded pi coins I need some funds.DOT TECH
If you are interested in selling your pi coins, i have a verified pi merchant, who buys pi coins and resell them to exchanges looking forward to hold till mainnet launch.
Because the core team has announced that pi network will not be doing any pre-sale. The only way exchanges like huobi, bitmart and hotbit can get pi is by buying from miners.
Now a merchant stands in between these exchanges and the miners. As a link to make transactions smooth. Because right now in the enclosed mainnet you can't sell pi coins your self. You need the help of a merchant,
i will leave the telegram contact of my personal pi merchant below. 👇 I and my friends has traded more than 3000pi coins with him successfully.
@Pi_vendor_247
how to sell pi coins effectively (from 50 - 100k pi)DOT TECH
Anywhere in the world, including Africa, America, and Europe, you can sell Pi Network Coins online and receive cash through online payment options.
Pi has not yet been launched on any exchange because we are currently using the confined Mainnet. The planned launch date for Pi is June 28, 2026.
Reselling to investors who want to hold until the mainnet launch in 2026 is currently the sole way to sell.
Consequently, right now. All you need to do is select the right pi network provider.
Who is a pi merchant?
An individual who buys coins from miners on the pi network and resells them to investors hoping to hang onto them until the mainnet is launched is known as a pi merchant.
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I'll provide you the Telegram username
@Pi_vendor_247
how to sell pi coins at high rate quickly.DOT TECH
Where can I sell my pi coins at a high rate.
Pi is not launched yet on any exchange. But one can easily sell his or her pi coins to investors who want to hold pi till mainnet launch.
This means crypto whales want to hold pi. And you can get a good rate for selling pi to them. I will leave the telegram contact of my personal pi vendor below.
A vendor is someone who buys from a miner and resell it to a holder or crypto whale.
Here is the telegram contact of my vendor:
@Pi_vendor_247
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The financial system of a country is an important tool for economic development of the country, as it helps in creation of wealth by linking savings with investments.
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what is the future of Pi Network currency.DOT TECH
The future of the Pi cryptocurrency is uncertain, and its success will depend on several factors. Pi is a relatively new cryptocurrency that aims to be user-friendly and accessible to a wide audience. Here are a few key considerations for its future:
Message: @Pi_vendor_247 on telegram if u want to sell PI COINS.
1. Mainnet Launch: As of my last knowledge update in January 2022, Pi was still in the testnet phase. Its success will depend on a successful transition to a mainnet, where actual transactions can take place.
2. User Adoption: Pi's success will be closely tied to user adoption. The more users who join the network and actively participate, the stronger the ecosystem can become.
3. Utility and Use Cases: For a cryptocurrency to thrive, it must offer utility and practical use cases. The Pi team has talked about various applications, including peer-to-peer transactions, smart contracts, and more. The development and implementation of these features will be essential.
4. Regulatory Environment: The regulatory environment for cryptocurrencies is evolving globally. How Pi navigates and complies with regulations in various jurisdictions will significantly impact its future.
5. Technology Development: The Pi network must continue to develop and improve its technology, security, and scalability to compete with established cryptocurrencies.
6. Community Engagement: The Pi community plays a critical role in its future. Engaged users can help build trust and grow the network.
7. Monetization and Sustainability: The Pi team's monetization strategy, such as fees, partnerships, or other revenue sources, will affect its long-term sustainability.
It's essential to approach Pi or any new cryptocurrency with caution and conduct due diligence. Cryptocurrency investments involve risks, and potential rewards can be uncertain. The success and future of Pi will depend on the collective efforts of its team, community, and the broader cryptocurrency market dynamics. It's advisable to stay updated on Pi's development and follow any updates from the official Pi Network website or announcements from the team.
Currently pi network is not tradable on binance or any other exchange because we are still in the enclosed mainnet.
Right now the only way to sell pi coins is by trading with a verified merchant.
What is a pi merchant?
A pi merchant is someone verified by pi network team and allowed to barter pi coins for goods and services.
Since pi network is not doing any pre-sale The only way exchanges like binance/huobi or crypto whales can get pi is by buying from miners. And a merchant stands in between the exchanges and the miners.
I will leave the telegram contact of my personal pi merchant. I and my friends has traded more than 6000pi coins successfully
Tele-gram
@Pi_vendor_247
what is the best method to sell pi coins in 2024DOT TECH
The best way to sell your pi coins safely is trading with an exchange..but since pi is not launched in any exchange, and second option is through a VERIFIED pi merchant.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and pioneers and resell them to Investors looking forward to hold massive amounts before mainnet launch in 2026.
I will leave the telegram contact of my personal pi merchant to trade pi coins with.
@Pi_vendor_247
how to swap pi coins to foreign currency withdrawable.DOT TECH
As of my last update, Pi is still in the testing phase and is not tradable on any exchanges.
However, Pi Network has announced plans to launch its Testnet and Mainnet in the future, which may include listing Pi on exchanges.
The current method for selling pi coins involves exchanging them with a pi vendor who purchases pi coins for investment reasons.
If you want to sell your pi coins, reach out to a pi vendor and sell them to anyone looking to sell pi coins from any country around the globe.
Below is the contact information for my personal pi vendor.
Telegram: @Pi_vendor_247
Even tho Pi network is not listed on any exchange yet.
Buying/Selling or investing in pi network coins is highly possible through the help of vendors. You can buy from vendors[ buy directly from the pi network miners and resell it]. I will leave the telegram contact of my personal vendor.
@Pi_vendor_247
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The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
The European Unemployment Puzzle: implications from population aging
industrialrelationinindia-191009183006.pdf
1. INDUSTRIAL RELATIONS IN INDIA
Presented By:
Minaxi Kataria
Research scholar,
Gurukula Kangri University, Haridwar
2. Introduction
The framework for industrial relations in India is formed by
a number of legislations in the country that contribute
obligations and duties for both employers and workers.
Under the constitutions of India, labour is a subject in the
Concurrent List, which empowers both the Central and State
Government to enact legislations subject to certain matters
being reserved for the center.
3. Industrial relations in India revolve around three actors:
1) Employers
2) Workers and their unions and
3) The State/Govt.
This three-pronged(or tripartite) structure tries to balance
the power equation between management and workers.
Many tripartite bodies have been set up in India for joint
consultation between the representative of government,
employers and workers.
These bodies, such as the Indian Labour Conference (ILC),
The Standing Labour Committee (SLC) and
4. Industrial Committees provides a forum to discuss and
resolve the issues related to labour.
The role of the State/Govt. is protective for labour, the
weaker partner in industrial relations. The Govt. is not only
a policy maker; it is also an employer in public sector
enterprises. It initiates and ensures proper implementation
and administration of policies and legislations for workers’
welfare, social security, health and safety.
5. Labour Administration Machinery
In India the Ministry of Labour & Employment controls
labour-related issues. The Ministry has four attached offices,
namely:
1) Office of the Directorate General of Employment and
Training, New Delhi
2) Office of the Chief Labour Commissioner (Central), New
Delhi.
3) Labour Bureau, Chandigarh and Shimla and,
4) Directorate General of Factory Advice Service and Labour
Institutes, Mumbai.
6. Labour Subordinate offices in India
1. Directorate General of Mines Safety, Dhanbad
Offices of the Welfare Commissions in India:
1. Employees’ State Insurance Corporation
2. Employees’ Provident Fund Organisation
3. V.V Giri National Labour Institute and
4. Central Board of Workers’ Education.
7. Industrial Relation in Public Sector
Introduction
The emergence of the public sector on the economic scene
is a post-independence development. Prior to 1947, public
sector investment was limited to the railways, post and
telegraphs, ordnance factories, and a few state managed
factories like salt manufacturing.
The philosophy and programme of public sector
undertaking are incorporated in the Industrial Policy
Resolution of 1948 and 1956 .
Industrial Policy Resolution 1948 declared that “a dynamic
national policy must be directed to a continuous increase in
production by all possible means, side by side with
measures to secure its equitable distribution.
8. Labour policy and public enterprises
A brief accounts of various labour policies which have clearly
highlighted the role of PSUs are as follows:
First Five Year Plan: the worker in public enterprise stands on a
different footing from a worker in private enterprise. He has a
dual role of master and servant, master as a citizen of the country
and servant as a worker of the undertaking.
Planning Commission view that the “working conditions” and
“welfare facilities” available in public sector should act as a
“model of the private sector”.
Second Five-Year Plan : In this plan it was stated that “if
conditions of work in the public undertaking are expected to set
the pace for the private sector, administrators handling such
undertaking have to be specially watchful of labour enterprise”.
9. The Industrial Policy Resolution of 1956 remarked that, if
a socialist democracy labour is a partner in the common
task of development and should participate in it with
enthusiasm. There should be joint consultation and
workers and technicians should, where possible be
associated progressively with management.
The Third Plan view that “ the enterprise of the public
sector have a special obligation to follow labour policies
which are conducive to securing and keeping a competent
working force at a reasonable cost”.
10. Worker Participation in Management in Public Sector
Gandhiji advocated the need of workers’ participation in industry. The
First Five Year Plan called construction of joint committee for
consultation at all levels. The Industrial Policy Resolution 1956 in this
context, observed that “in a socialist democracy, laborer as a partner in
the common task of development and should participate in it with
enthusiasm”.
Since then the participative scheme got momentum in the public
sector. A few common schemes of workers’ participation that are
prevalent in public sector are:
1. Work committee
2. Joint Management Councils
3. Shop Councils;
4. Plant Councils
5. Participation in share capital; and
6. Participation at Board levels.
11. Quality of collective bargaining techniques adopted by
public sector workers is not different from those of
private employees. Unions do not know with whom to
negotiate as the managers themselves are the employees
of the public enterprise and are themselves governed by
several rules and regulations.
State Intervention: With regard to third party intervention
in labour disputes, there is no difference in the practices
followed between the public and private sectors.
Trade unions allege that the enterprises under central
Government receive some preferential treatment which
adversely affects labour interests.
12. Industrial Disputes: Collective bargaining is used in public
sector to resolve the disputes. The bargaining is usually at
the plant or corporate level only.
Bureau of Public Enterprises advocates civil service type
standard compensation system & work conditions for all
state owned units.
INTUC Public sector Union’s Conference: The
conference held in 1981 pleaded for further expansion of
the public sector. It reiterated that the success of the public
sector be measured not on profit index but on social
objectives of developing backward regions, generation of
employment & protection of existing employment.
13. It complained that the sector is not managed by persons
who have understood and are committed to the philosophy
of public sector.
CITU public sector unions’ Conference: Was held in
1987. It also criticized Planning Commission’s
recommendation to reduce the role to be played by the
public sector. The conference was against the reckless
drive for the modernization , mechanization, and
computerization of public sector undertakings without
objectively finding out their need. CITU further alleged
that the Government was yielding to conditionality of
IMF & the World bank and defocusing from the objective
of making the economy self reliant.
14. The National Commission on Labour has suggested the following
measures to improve industrial relations in the public sector.
i. Responsibilities for improving industrial relations be clearly
defined
ii. Active participation of managers in implementing labour
welfare schemes & adopting practices that improve
productivity of workers
iii. Provide training to managers & workers in industrial relations
& managerial styles.
iv. Effective action to enforce labour laws. v] eliminate
carelessness and indiscipline.
v. Make appointment of managers on a
permanent basis.
vi. Establish a separate industrial relations department in public
enterprise under control of personnel manager.
16. Introduction
Dunlop considered industrial relations a subsystem of
society, distinct from , but overlapping, other subsystems. He
suggested that industrial relation system could be divided
into four interrelated elements comprising “certain actors,
certain contexts, an ideology which blinds the industrial
relation system together and a body of rules created to
govern the actors at the workplace.
17. Dunlop’s Framework of Industrial Relation System
1.The actors are :
I. Managers and their representatives
II. Workers and their organisations
III. Specialized government agencies
2. The contexts are:
i. Technological characteristics of the workplace and work
community
ii. The product and factor markets or budgetary constrains
that impinge on the actors
iii. The locus and distribution of power in the large society.
18. 3. The ideology: an ideology is a set of ideas and beliefs
commonly held by the actors that helps to bind or to
integrate the system together as an entity. It is a body of
common ideas that defines the role and place of each actor
and the ideas that each actor holds towards the place and
function of the others in the system.
4. The network or web of rules: these concern procedures
for the establishing rules, the substantive rules themselves
and the procedures for deciding their application
19. History and Genesis of Industrial
Relation System in India
In India, IR has passed through several social, economic,
political and technical factors which influence the IR from time
to time.
In the Pre-Independence Era:
a. Conditions of employment & wages were very poor
b. There were hardly any laws to protect the interest of the
workers
c. After First World War, the concept of IR changed and the
employees resorted to violence and employers to lockouts.
d. The Trade Dispute Act of 1929 was enacted by the Govt. to
speed up the process of settlement of Industrial disputes.
20. In 1938 the Bombay Industrial Relations (BIR) Act was
enacted by the Govt. of Bombay to meet the acute
Industrial unrest prevailing at that time. The Industrial
Court, a permanent machinery for the settlement of
dispute was established for the first time.
The BIR Act of 1938 was replaced b the BIR Act 1946,
further amended in 1948,1949,1953 & 1956.
After Second World War the state of IR in the country
deteriorated.
21. The Post Independence Era :
a. The Industrial Disputes Act 1947 was enacted. It established a
permanent machinery for the settlement of Industrial disputes.
b. Various labour laws, concerning, seniority, wage rate, paid
holidays, disciplinary matters, social security were enacted
from 1947 to 1956.
c. In 1957 the Govt. emphasis shifted from legal enactment to
voluntary arrangements
The National Commission of Labour (NCL) was appointed by
the Govt. in 1966 to look into labour matters. The commission
studied and analyzed the IR in India and its various dimensions
for the first time both in the organised and unorganised sectors.
The issues covered in the report included labour welfare, wages,
wage policy, bonus, social security, workers’ training and
education, workers’ and employers’ organisations, and industrial
relation machinery.
22. The period between late 70’s and early 1980’s has been
characterised by violence on the Indian front.
To meet the situation of Industrial strife on 26th July 1981
the Govt. issued an ordinance to ban strikes. A new law
called the Essential Service Maintenance Act 1981 (ESMA)
was promulgated with this the Govt. has wide ranging
powers to intervene in Industrial Relation.
The Second National Commission on Labour (2002):the
commission submitted its report on analysis of issues related
to labour by taking into consideration the impact of
globalization, need for change in the existing labour laws,
dynamics of the Indian Labour system, progress of
industrial development after independence.
23. Substances of a sound Industrial Relation System
The structures of the economy and labour market
Constitutional provisions, legal framework, and labour
standards (international and national; statutory and voluntary)
The structure of trade unions and employers organizations
and their linkages, attitudes and approaches
The nature and degree of government intervention
Policies on industrial relations at international, national,
industry, firm and workplace levels.
Labour market policies and labour market institutions, labour
law administration and dispute relation mechanisms.
24. Attributes of a sound Industrial Relation System
Harmonizes the interests of ecologically sustainable
economic growth with social progress and justice
Generates productive employment
Contributes to improvement in the productivity and quality
of goods/services at economical/competitive costs.
Improves the well-being and quality of life of workers and
their families.
25. Essential of Modern Industrial System
The industrial relation system in India has undergone a sea
change in the post-liberalisation phase. The last two decades
have witnessed notable transformation in the way business is
done. Physical boundaries between nations are no longer an
obstruction for business as:
1. Multinational organisations are emerging in large number
and are continuously expanding the concern of employers
towards the rights and interest of workers is increasing, and
2. Workers are much more aware of their surrounding
environment and are awakened towards their rights as
compared to the pre-independence period.
3. New management systems are emerging that are designing
novel ways of managing worker-management relations.
26. Initially the scope of industrial relations was limited, more
or less, to procuring and securing workers’ rights by trade
unions.
Now the scope has expanded to all those aspects of work-
related activities that require interaction between workers
and management.
Workers, through their representatives, participate in
decision making in the enterprise to find ways to:
Enhance firm performance
To discuss discipline-related issues, and
Training of workers, etc.
27. Changing nature of business has also given to new issues for
collective bargaining.
Business organisation are now hiring employees on contract
basis as expense incurred on such workers are lesser as
compared to permanent employee. Due to this, job security
has emerged as an important issue in collective bargaining
besides wages, work conditions, etc.
Impact of Globalization: Globalization is the process of
interconnecting people across the world on various
dimensions including cultural, economic, political,
technological and environmental aspects. The process of
globalization influences not only macro-level economics
policies, but also arrangements at enterprise level.
28. Globalization has bought changes in :
i) A remarkable shift in the traditional system of industrial
relations and changed the dimensions of relationship
between management and workers.
ii) Expands the boundaries of doing business across nations
and bring interdependence between countries.
iii) Change in products traded: shift to more skill-intensive
products in developing countries and less skill-intensive
products in developed countries.( Michael Camdessus,
ex MD IMF).
To support changes there have been a number of
modifications in work arrangements in organisation, which
also impact on the employer-employee relationship and has
altered the role played by Trade unions.
29. IR and technological changes: technological change has
been an important aspects that has a significant impact on
labour management relations. New technology is adopted
by organisation for various reasons like: cost cutting,
achieving better quality, time saving, efficiency and gaining
competitive advantages.
Adoption of technology affects wide-ranging aspects in
organisation including:
Human resource
Job profiles
Work arrangements
Employee attitudes
Training and Industrial relations
30. Impact of Industrial System
Industrial production and productivity may be affected,
growth of industries will be stunted if there is no harmony in
industrial relation.
Absence of mutual co operation affects, participation forums
and Bargaining Plat forms.
Government also will loose revenue, and may need to spend
more to keep law and order around the industry
Due to frequent strikes and conflicts the GDP growth will
decrease .
Poor industrial relation indirectly leads to increase in product
price and cost.