the relations between employer and employee but also the relations between
employer and unions and between them and the state. However, in the last two decades IR
as become more specific to the study and practice of Trade unionism, Collective
bargaining, Labour Management relations. Human Resource Development is seen as
a separate, largely distinct field that deals with non-union employment
relationships and the personal practices and policies of employers. Organizations especially those who are in
manufacturing have to ensure that both IR and HR are treated as critical and
over lapping component of their Human Resource Strategy
helping organisations stay compliant? The evolution of large and medium industries, employing thousands of employees in
multi-product, multi-plant, multinational settings, unions continue to play
vital role in matters of productivity, quality, industrial peace and harmony
through the innovative IR programes. IR is undergoing needed changes to re-gain its
position, by opening its avenues to
other social disciplines including
organizational behaviour and psychology, industrial sociology, with consequent
attention to team work and new forms of work organization. Large corporations are
coming forward to involve unions in HRM initiatives. Workplace cooperation
mechanisms are more effective, as unions are consulted.
ensure that an organization as sound relationship with all its constituents
(Management, Workers and Unions), Other industries, Government and Society at
large. The effectiveness of IR is measured from the peaceful Atmosphere and
harmonious culture that prevails in an organisations there by Zero production
loss is reported and to ensure peace and harmony in the Organization.
and Public Relations
Rules and Orders
& Implement IR Programmes.
details of IR will reflect the focus areas, business contributions, and
performance & non-performance indicators.
Rights & Duties
Negotiations and Bargaining
No manday lost due to labour Unrest.
Work Place Level
Settlement and Harmony
Misconduct / Conflict
organization should be such that it should be able to achieve objectives
through the process. The success of IR solely depends upon its credibility
shown through a transparent approach and its genuine desire in seeking common
ground with the constituents like the management, workers, trade unions,
society, government, etc.,.
Collaborative and Participative approach only can take IR programme in
an organization to successful exposures.
principles are to be laid out before any bargaining or negotiations.
and negotiations fail since there is no basis, values and principles.
guiding/leading criteria for all negotiations and bargaining should be a business
goals / Objectives. For examples, the
following may not be negotiated or bargained:
there is a legislation governing bonus
: as it is specified along with the
machine design / specifications.
competent persons needs to be promoted.