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Meaning And Definition Of Industrial Relation (Ir) In Today'S Context
MEANING AND DEFINITION OF INDUSTRIAL RELATION (IR) IN TODAY'S CONTEXT
Simply the relationship between employer and employee is called Industrial Relation. But it also covers the relation between employer vs. employer and employees vs. employees. To safeguard the interests of the all the parties, harmonious relationship is necessary for both employers and employees of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible, so as to ensure industrial peace and harmony with higher productivity. The Industrial Relation relations also called as labor - management, employee-employers relations.
a. Industrial Relation is deals with the manpower of the enterprise and the management which is concerned with – whether machine operator, skilled worker or manager.
b. Industrial Relation is a relation between employer and employees, employees and employees and employees and trade unions. and the “process by which people and their organizations interact at the place of work to establish the terms and conditions of employment.” - Industrial dispute Act 1947
In fact, Industrial Relation encompasses all such factors that influence behavior of people at work. A few such important factors are details below:
1. Process / Methods : The collective bargaining between both the employer and employee. The participation of workers’ in the Industrial Relation schemes in necessary. Others are disciplinary procedure, grievance readdress machinery, dispute settlements, union reorganization, revisions of existing rules, regulations, policies, procedures, hearing of labor courts, tribunals etc.
2. Contents : There may be two parts includes the matter pertaining to employment conditions like pay, hours of works, leave with wages, health, and safety, disciplinary actions, lay-off, dismissals retirements etc., and other part are laws relating to such activities, regulations welfare, social security, industrial relations, etc.
3. Institution / Establishment: The direct or indirect impact on the industrial relations systems is it includes government, employers, trade unions, unions federations or associations, government bodies, labor courts, tribunals and other organizations.
Objectives of Industrial Relation in today are:
1. To safeguard the interest of labor and management who are participate in the process of production is being securing the highest level of mutual understanding and goodwill among all those sections in the industry.
2. To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country. To eliminate, as far as is possible and practicable, strikes, lockouts and gathers by providing reasonable wages, improved living and working conditions, said fringe benefits.
3. To raise productivity to a higher level in an era of full employment by lessening the tendency to high turnover and frequency absenteeism.
4. To establish and nurse the growth of an Industrial Democracy based on labor partnership in the sharing of profits and of managerial decisions, so that ban individuals personality may grow its full stature for the benefit of the industry and of the country as well.
5. To establish government control of such plants and units which are running at a loss or in which productions has to be regulated in the public interest. In fact the subsidy is to provide for stable of the productions. It is necessary for mankind.
What is the Suggestions to Improve Industrial Relation :-
Both the management and the unions should develop constructive attitudes towards each other. All basic policies, procedures and practices relating to the employments should be clear to everybody in the organization. Organisation should not vie with the union to gain workers‘loyal and Management should encourage right kind of union leadership. While it is not for the management to interfere with union activities, or choose the union leadership, its action and attitude will go a long way towards developing the right kind of union leadership. “Management gets the union it deserves” is not just an empty phrase.
INDUSTRIAL RELATIONS PROGRAMME :
A successful industrial relations programme reflects the personnel viewpoint, which is influenced by three main considerations:
a) Individual thinking: Individualized thinking makes if imperative for the administrator to consider the entire situation in which the affected individual is placed.
b) Law and Policy awareness: The Law and Policy awareness underscores the idea of the consistency of treatment and the precedent value which management takes decision. Other part, the union leader should know the implications of such laws and policy for the employees.
c) Far sight of the expected reaction of group: while expected group reaction balances what we know of human nature in groups against an individual’s situation in the light of the policy that has been formulated and implemented.
In all these different circumstances, reality demands that all the three aspects of the personnel viewpoint should be considered at once in terms of the past, the present and the future. This viewpoint is held at all the levels of management from the top to the bottom, from the top executives and staff to the line and supervisory personnel.