INDUSTRIAL RELATIONS

Dale Yoder defines it as a "whole field of relationships that exists because of the necessary collaboration of men and women in the employment process of an industry."

INDUSTRIAL RELATIONS

INDUSTRY

RELATIONS

any productive activity in which an individual (or a group of individuals) is (are) engaged.

the relationships that exist within the industry between the employer and his workmen.

CONCEPT
MANAGEMENT

EMPLOYEE

TRADE UNION

EMPLOYEES

TRADE UNIONS

CONFLICT SETTLEMENT

EMPLOYERS

WORKERS

COLLECTIVE BARGAINING

RELATIONSHIPS
GRIEVENCE & DISPUTE SETTLEMENT

WORKERS PARTICIPATION IN DECISION MAKING

INDUSTRIAL REALTIONS

COLLECTIVE BARGAINING TRADE UNIONISM

LABOUR MANAGEMENT RELATIONS

HUMAN RESOURCE MANAGEMENT

POLICIES OF EMPLOYERS PERSONNAL PRACTICES

NON UNION EMPLOYMENT RELATIONSHIP

OBJECTIVES
Protect management and labor interests by securing mutual relations between the two groups. Avoid disputes between management and labor, and create a harmonizing relationship between the groups so productivity can be increased. Ensure full employment and reduce absenteeism, hence, increasing productivity and profits. Emphasize labor employer partnership to establish and maintain industrial democracy. This is done to ensure the sharing of profit gains, and personal developmental of all all employees.

Cont
Provide better wages and living conditions to labor, so misunderstandings between management and labor are reduced to a minimum. To bring about government control over plants where losses are running high, or where products are produced in the public interest. To bridge a gap between various public factions and reshape the complex social relationships emerging out of technological advances by controlling and disciplining members, and adjusting their conflicts of interests

UNINTERRUPTE D PRODUCTION

MENTAL REVOLUTION

IMPORTANCE

HIGH MORALE

REDUCTION IN INDUSTRIAL DISPUTES

PUBLIC SECTOR GOVT UNITS

1. MORE PRONE TO STRIKE 2. GREATER SCOPE FOR INDUSTRIAL DEMOCRACY 3. DIFFERENCES IN WAGE STRUCTURE 4. HIGHER INFLUENCE OF TRADE UNIONS

Growth of Trade Unions

The growth of trade union in India took place quite slowly and the trade union movement can be divided into three phases The first phase (1850 - 1900) - The inception of trade unions. Bombay Mill-Hands Association came up by this time
The working and living conditions of the labor were poor and their working hours were long. Capitalists were only interested in their productivity and profitability.

 the wages were also low and general economic conditions were poor in industries. In order to regulate the working hours and other service conditions of the Indian textile laborers, the Indian Factories Act was enacted in 1881. As a result, employment of child labor was prohibited Many strikes took place in the two decades and taught workers to understand the power of united action even though there was no union in real terms.

 The second phase (1900 - 1946) Development of organized trade unions and political movements of the working class.
Between 1918 and 1923, many unions came into existence in the country. At Ahmadabad, under the guidance of Mahatma Gandhi, occupational unions like spinners unions and weavers unions were formed. These unions federated into industrial union known as Textile Labor Association in 1920. In 1920, the First National Trade union organization (The All India Trade Union Congress (AITUC)) was established.

 Many of the leaders of this organization were leaders of the national Movement. In 1926, Trade union law came up with the efforts of Mr. N N Joshi that became operative from 1927. During 1928, All India Trade Union Federation (AITUF) was formed.

 The third phase began with the emergence of independent India (in 1947). The partition of country affected the trade union movement particularly Bengal and Punjab. By 1949, four central trade union organizations were functioning in the country:
The All India Trade Union Congress, The Indian National Trade Union Congress, The Hindu Mazdoor Sangh, and The United Trade Union Congress

 Indian national trade Union Congress (INTUC) is the trade union arm of the Congress Party. The AITUC is the trade union arm of the Communist Party of India. Besides workers, white-collar employees, supervisors and managers are also organized by the trade unions, as for ex in the Banking, Insurance and Petroleum industries.

Indian workforce consists of 430 million workers, growing 2% annually

The Indian labor markets consist of three sectors: The rural workers, who constitute about 60 per cent of the workforce. Organized sector, which employs 8 per cent of workforce, and The urban informal sector (which includes the growing software industry and other services, not included in the formal sector) which constitutes the rest 32 per cent of the workforce.

12 CENTRAL TRADE UNIONS

All India Trade Union Congress (AITUC) Bharatiya Mazdoor Sangh (BMS) Centre of Indian Trade Unions (CITU) Hind Mazdoor Kisan Panchayat (HMKP) Hind Mazdoor Sabha (HMS) Indian Federation of Free Trade Unions (IFFTU) Indian National Trade Union Congress (INTUC) National Front of Indian Trade Unions (NFITU) National Labor Organization (NLO) Trade Unions Co-ordination Centre (TUCC) United Trade Union Congress (UTUC) and United Trade Union Congress - Lenin Sarani (UTUC - LS)

GREATER BARGAINING POWER

SENSE OF PARTICIPATION MINIMIZE DISCRIMINATION

SENSE OF BELONGINGNESS

REASONS FOR JOINING TRADE UNIONS

SENSE OF SECURITY

PLATFORM FOR SELF EXPRESSION

BETTERMENT OF RELATIONSHIPS

CODE OF CONDUCT
A code of conduct is a set of rules outlining the responsibilities of or proper practices for an individual, party or organization. Related concepts include ethical codes and honor codes Moreover, it expects the employer to be an equal opportunity employer.

CODE OF CONDUCT
COMPANY VALUES & COMMITMENTS

EMPLOYEES

Harassment / Discrimination

Alcohol & Substance Abuse

Integrity of Financial Information

Confidentiality of Information

CODE OF
CONDUCT

FRAUD

Protection and Use of Company Property

Acceptance of Gifts and Other Benefits

Whole Time and Attention

CODE OF CONDUCT

EMPLOYEES

EXPECTED BEHAVIOUR

PROFESSIONAL RESPONSIBILITIES