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.

1. Industrial relation
Presentation
WAQAR AHMED CHANNA
2k13/bba/169

2. Industrial Relation & Human resource
Industrial Relation :
 The term ‘Industrial
Relations’ (IR) is made up
of the two words
‘Industry’ and ‘Relations.’
 It simply means the
relationships that exist
between the stakeholders
within the industry.
OR
 It is essentially the
relationship between
management and labor.
Human resource:
 Human resources may be
defined as the total
knowledge, skills,
creative abilities, talents
and aptitudes of an
organization’s workforce.
 In the organizational
context, HRM refers to
the utilization of human
resources in order to
achieve
organizational goals and
objectives.

3. IR
 There are Four
Important
Parties(stakeholders)
relationship in the
industry ;
• Employees
• Employer
• Trade Unions
• And Government
 The Implementation Of
HRM Policies Results
In IR.
HR
 There are only Two
Important Parties Viz:
• Employee
• And Employer.
 Formulation of
Objectives, Policies
,Procedure and
Programs Of Human
Resources and
Implement them.

4. IR
 The Sound IR contributes to
the Organizational Goals.
The Unsound IR result In
Industrial Conflicts
Demanding for change and
Reformulation of HRM
Objectives and Goals.
 Employees Contact even the
Top Management as a
Group.
 Collective Bargaining and
forms of Industrial conflicts
are Resorted To ,To Solve
the Problems.
HR
 Reformulates the
Objectives, Policies etc
,Based on Industrial
Conflicts which are the
Outcome of Unsound
Industrial Relations.
 Individual Employee
Contacts with the
immediate Superior.
 Grievance And Disciplinary
Procedures are Resorted To,
To Solve the Employee-
Employer Conflicts.

5. IR Objectives & HR Objectives
 To promote and develop
congenial labor
management relations.
 To enhance the economic
status of the worker by
improving wages, benefits
and by helping the worker
in evolving sound budget.
 To regulate the
production by minimizing
industrial conflicts
through state control.
 To help the organization
reach its goals.
 To ensure utilization and
maximum development
of human resources.
 To ensure respect for
human beings. To identify
and satisfy the needs of
individuals.

6.  To socialize industries by
making the government as
an employer
 To provide an opportunity
to the workers to have a say
in the management and
decision-making.
 To improve workers’
strength with a view to
solve their problems
through mutual
negotiations and
consultation with the
management.
 To provide the organization
with well-trained and well-
motivated employees.
 To increase to the fullest the
employee’s job satisfaction
and self-actualization.
 To develop and maintain a
quality of work life.
 To be ethically and socially
responsive to the needs of
society.

7.  To encourage and develop
trade unions in order to
improve the workers’
strength
 To avoid industrial conflict
and their consequences.
 To extend and maintain
industrial democracy.
 To develop overall
personality of each
employee in its
multidimensional aspect.
 To enhance employee’s
capabilities to perform the
present job.
 To equip the employees
with precision and clarity in
trans¬action of business.
 To inculcate the sense of
team spirit, team work and
inter-team collaboration.

8. FUNCTIONS OF IR & HR
 Communication is to be
established between
workers and the
management in order
to bridge the traditional
gulf between the two.
 To establish a rapport
between managers and
the managed.
 Manpower planning
 Recruitment & selection
of employees
 Employee education,
training and
development

9. Continue…
 To ensure creative
contribution of trade
unions to avoid industrial
conflicts.
 To avoid unhealthy,
unethical atmosphere in
an industry.
 Better workers’
participation, to raise the
industrial productivity.
 Compensation &Benefits
(Employee motivation)
 Performance Appraisal
(Employee evaluation)
 Industrial relations
 Provision of employee
services (safety &Health
Benefit)

10. Factor affecting on IR & HR
Institutional Factors
 State policy, labour laws,
collective bargaining
agreement, labour
unions.
Economic Factors
 Type of business
organization sole
proprietorship,
partnership, MNC, Govt
Economic Policies, labour
supply in market.
 Size of the workforce.
 Rising employees’
expectations
 Drastic changes in the
technology as well as
Life-style changes

11. Continue……….
Social Factors
 Cast, colour, social values,
norms, social status.
Technological
Factors
 Introduction of new and
improved technology.
Psychological
Factors
 Owners attitude, perception
of workforce, motivation,
morale.
 Composition of
workforce. New skills
required.
 Environmental
challenges.
 Lean and mean
organizations.

12. Continue……….
Political Factors
 Political system, system of
government political
philosophy, attitude of
government towards
trade unions.
Global Factors
 international relations,
global conflicts,
international labour
agreements.
 Downsizing and
rightsizing of the
organizations.
 Culture prevailing in the
organization etc.