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INDUSTRIAL RELATIONS

INDUSTRIAL RELATIONS. IR, HR, LR, and LIR … What’s in a Name?. I ndustrial R elations (as a field of study). L abor R elations Union Bilateral Rule-Making. H uman R esources Nonunion Unilateral Rule-Making. All aspects of people at work Employment relationships. - CB/Negotiation

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INDUSTRIAL RELATIONS

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  1. INDUSTRIAL RELATIONS

  2. IR, HR, LR, and LIR …What’s in a Name? Industrial Relations (as a field of study) Labor Relations Union Bilateral Rule-Making Human Resources Nonunion Unilateral Rule-Making All aspects of people at work Employment relationships - CB/Negotiation - Labor Law - Contract Admn. - Labor History - Compensation - Staffing - T&D - Benefits

  3. Industrial Relations As A Field of Study -- Definitions • Employment relationships -- relations among workers, employers, their organizations, and government regulators • All aspects of people at work (Kochan) • The processes by which human beings and organizations interact at the workplace and more broadly in society to establish terms and conditions of employment (Mills)

  4. Meaning • Relations between management and workers and the role of regulatory mechanism to resolve any dispute. • Parties to IR Employers & their Associations Employers & their Associations Government (Regulatory Body)

  5. IR System Concept:A Causal Model Representation Actors Contexts Rules or Outcomes Processes Ideology

  6. IR Systems Concept (Dunlop 1958)Major Elements • Actors (workers, unions, mgmt, government) • Contexts (labor and product markets, technology, community) • Processes (unilateralism, individual bargaining, legislation, adjudication, “CB”) • Ideology (minimal shared beliefs; the “glue” that gives systems stability) • Rules (broadly defined) or Outcomes (pay, benefits, work rules, working conditions, job satisfaction, industrial democracy, peace and conflict, productive efficiency)

  7. Trade unions • Voluntary associations of employees or employers to promote their interests through collective action. • Legislation : The Trade Unions Act, 1926 • A combination, whether temporary or permanent formed : • primarily for the purpose of regulating the relations between : • Workmen & employers • Workmen & Workmen • Employers & employers or • for imposing restrictive conditions on the conduct of any trade or business and includes any federation of 2 or more trade unions.

  8. Employers Associations in India • CII • FICCI • ASSOCHAM • NASSCOM

  9. Employees Associations in India • AITUC • INTUC • CITU

  10. Why do employees join unions? • Dissatisfaction with terms and consditions of employment • Collective bargaining : more power than individual • Security • Welfare

  11. Shift in the traditional Role of unions? • Traditional Role : Opponent of management • New Role : Cooperative partner • e.g. Eicher, Parwanu, H.P

  12. Approaches to IR • Unitary • Pluralist • Marxist

  13. Trade union movement in India • 1919 – After the World War –I : workers realised the importance of STRIKE as a weapon of economic coercion. • 1920 : AITUC • 1926 : Trade Union Act • Late 1920s: Split in Trade Union Movement • AITUC : Communists • AITUF : moderates

  14. 1930s : not favourable for trade union movement • Failure of Bombay textile strike • Retrenchment • Strikes failed • 1945 : II World war • Idealogical differences increased • Govt. invoked Defence of India Rules : banned all strikes & Lock Outs • Workers realised the need for an organised movement • After Independence : dreams of increased salaries & better workingconditions, not realised • Large scale unrest : strikes & lock outs multiplied

  15. Disunity : 3 Central Labour Organisations • INTUC : 1947 • HMS : 1948 • UTUC : 1949 • MANY More unions formed • Today : More than 60000 unions in India , affiliated to one of the Central Association of trade Unions • Today’s Unions are • Matured, responsive & realistic • Reconciled to economic reforms • Trend towards de-politicisation

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