Industrial Relations (Concepts)

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Presented by: Kriti Jaiswal Sweta Srivastava Vaidehi Karode Jhanvi Dubey
5/5/12

 The term industrial relations is generally

Industrial Relations :Evolution & Growth

associated with relations between the employer & the employee in a unit or industry

Mass production post industrial revolution

,coupled with a laissez faire approach led to employers adopting a mechanistic approach to work & labour as a commodity & a factor of production

Trade unions emerged out of a necessity to

restore some balance in the relationship 5/5/12 between powerful capital & weak labour

Industrial Relations :Evolution & Growth

Conflicting interests & ideological orientations

conveyed an adversarial & strife-torn relationship

The State sought to gain the co operation of

the two partners in industry supporting economic growth & development through an improvement in the quality of work life

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Definition of IR
A definition of IR must take following into account:
IR is about relationships The origin is in the relationship of employment Employer-employee relationship pertains to all

kinds of organizations

There are actors other than the employer &

the employees who influence the relationship

The relationships are shaped by the actors

,structures , rules, law , technology , etc

The impact of social ,economic , political &
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technological features of the context on the

Scope of IR

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Objectives of IR
Objectives of IR will be different at
Enterprise/ unit,

Industry

National levels

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Features of IR
Arises out of an employment relationship Sets complex rules & regulations for the

participants to ensure industrial peace & harmony

Hinges on a co operative spirit between all

partners
Comprise employees & their organisations

,employers & their associations ,& the 5/5/12 government as participants

The maintenance of sound IR needs: Strong , well organized & democratic unions
for balance of power
Strong employers organization

Belief in co operative collective bargaining

Sound HR policies

Sound preventive systems

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Approaches to Industrial Relations

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The problems posed in the field of industrial

Why So Many Approaches...?

relations cannot be solved within the limits of a single discipline, and hence it is bound to be inter-disciplinary in approach

Any problem in industrial relations has to be

approached on a multi-disciplinary basis, drawing from the contributions of a number of disciplines

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Forces shaping the IR system in India The colonial history

The Governments role in IR-preventive &

regulatory

India being a founder member of ILO

The political movement for Freedom & Labour

participation

Worker-centric State policies 5/5/12

Basic Characteristics of the IR System in India

Overall control through the regulatory

provisions
Regulated primarily through legislations

Through the laws promulgated are extensive ,

they are confounded with serious ambiguities & gaps

Unionization largely restricted to organized 5/5/12

sector

Multiplicity of unions & external leadership

Basic Characteristics of the IR System in India (cont)

State Intervention has continued to prevail

since the time of Independence ,although in the last decade ,it has shown a declining trend
There is no national IR policy

Collective Bargaining is more a matter of

optional practice with no statutory backing 5/5/12

Tripartism
Consultations amongst the three actors of IR

namely the employer ,employee & the state, has since the beginning years ,has been a cornerstone of the IR policy in India

To give shape to this element of policy ,a

number of bodies were created

Tripartism ,therefore ,is an important feature

of the IR system & policy in India

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Important Tripartite bodies in India

Indian Labour Conference(ILC)

Standing Labour Committee(SLC)

Committee on Conventions

The Industrial Committees

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India & the ILO

India is one of the founding members of the

ILO. The ILO activities have impacted IR in India in two important ways:
Ratification of the ILO conventions formed the

basis for many labour legislations

The requirement of the ILO to have

representation from non-government delegates helped to organize the employee & employer groups
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Phases of IR in India since Independence

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