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◦ PRIMITIVE STAGE
◦ AGRARIAN STAGE
◦ SEFDOM STAGE
◦ HANDICRAFT STAGE
◦ COTTAGE OR PUTTING-OUT STAGE
◦ FACTORY OR INDUSTRIAL
CAPITALISM STAGE

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 Industrial capitalism was well established in
Europe during 18th and 19th centuries.
 In India modern type of industries were set up
in middle of the 19th century.
 Indigo Plantation were the first to be started in
1831 followed by a cotton mill in Bombay in
1853.
 The manufacture of jute in Calcutta in 1855
and the coal fields were connected by rail to
the port city of Calcutta and the beginning of a
rapid expansion of rail lines throughout India.

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 The World War I(1914-18) created a period of
boom for employers.

 As a result of ILO influence various Acts were

enacted-the Workmen’s Compensation Act(1923),
the Trade Union Act(1926), and the Trade Dispute
Act(1917).

 During Second War, employers made enormous

profits.

 The year immediately following the War (1946-

1947) were most disturbed years from the point of
view of the pattern of industrial relations in India .
The Industrial Dispute Act,1947 provided for the
settlement of Disputes.

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 A Tripartite Conference was convened in 1947
at which the Industrial Truce Resolution was
adopted giving paramount importance to the
maintenance of Industrial Peace.
 The Minimum Wages Act, The Factory Act, The
Employees State Insurance Act were enacted in
1948.
 The Bonus Act was passed in 1965.
 During the period of emergency (1975-1976),
the industrial relations in the country were
quite peaceful as strikes and lockouts were
prohibited.

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 Employer/Management consider trade union
as a necessary evil of industrial system.
 The Trade Unions perceives its main task is to
challenge and oppose decision of
Employer/Management.
 Trade unions are poorly organised in the
country.
 The Parties are largely in basic disagreement
over the scope of collective bargaining and
various issues to their negotiation process.

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 Bargaining between employers and
unions is very much centralized.
 The employers are highly organized.
 The ideological orientation.
 The Indian Industrial relations system
is slowly changing over time.

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 Loss of Freedom.

 Unhygienic working
conditions.

 Employment of Children.

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 Freedom to Contract.

 The dynamics of Market.

 The pursuit of Self-Interest.

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 Elimination of Physical Labour.
 Mass Production at Low Cost.
 Specialization of Functions.
 Elaborate Control Mechanism.
 Reduction in Work Skills.
 Increased Sense of Alienation
among working people.

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 Hard Work and Higher Capital
Formation.
 Evolution of Entrepreneurial Elite.
 Interdependence.
 Strict Discipline.
 Unhygienically Harsh Working and
Living Condition.
 Increased Mobility.

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 Industrial Relations do not emerge in vacuum
they are born out of “Employment Relationship”
in an industrial setting.

 Industrial Relations are characterized by both

Conflict and Co-operation.

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 Industrial Relations also include environmental
issues like technology of the Workplace,
Country’s Socio-Economic and Political
Environment, Nations Labour Policy, Attitude of
Trade Unions, Workers and Employers.

 Industrial Relations involve the study of

conditions Conducive to the Labour,
Management Co-operation as well as the
Practices and Procedures required to elicit the
desired Co-operation from both the parties.

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 Industrial Relation also study the Laws, Rules,
Regulations, Agreements, Awards of Court,
Customs and Traditions, as well as Policy
Framework laid down by the Government for
eliciting co-operation between labour and
Management.

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 INSTITUTIONS.

 CHARACTERS.

 METHODS.

 CONTENTS.

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 LABOUR RELATIONS.

 EMPLOYER-EMPLOYEE RELATIONS.

 GROUP RELATION.

 COMMUNITY OR PUBLIC RELATIONS.

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 DEVELOPMENT OF HEALTHY LABOUR-
MANAGEMENT RELATIONS.

 MAINTENANCE OF INDUSTRIAL PEACE.

 DEVELOPMENT OF INDUSTRIAL
DEMOCRACY.

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 The existence of strong, well-organized,
democratic and responsible trade unions and
associations of employers.
 The Spirit of Collective Bargaining and
willingness to take recourse to voluntary
arbitration.
 Welfare work, whether statutory or non-
statutory, provided by the state, trade unions
and employers create, maintain and improve
labour-management relations

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 Machinery should be set up for the
prevention and settlement of Industrial
Dispute.
 The Government should have the power to
refer disputes to adjudication.
 The Government enjoys the power to
maintain the status quo.
 The provision of the Bipartite and tripartite
forums for the settlement of Disputes.

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 Establishment of the Shop Councils
and Joint Management Councils at the
floor and plant level.
 Recognition of Human Rights in
Industry.
 Increase in Labour Productivity.
 The availability of proper work
environment.

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 WORKERSAND THEIR
ORGANISATIONS.

 THE MANAGEMENT.

 THE GOVERNMENT.

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 INSTITUTIONAL FACTORS.
 ECONOMIC FACTORS.
 SOCIAL FACTORS.
 TECHNOLOGICAL FACTORS.
 PSYCHOLOGICAL FACTORS.
 POLITICAL FACTORS.
 ENTERPRISE-RELATED FACTORS.
 GLOBAL FACTORS.

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 PHYSOLOGICAL APPROACH TO IR.
 SOCIOLOGICAL APPROACH TO IR.
 HUMAN RELATIONS APPROACH TO
IR.
 SOCIO-ETHICAL APPROACH TO IR.
 GANDHIAN APPROACH TO IR.
 SYSTEM APPROACH TO IR.

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 RESPONSIBILITIES OF MANAGERS AND
STAFF IN IR:

 Line Managers Industrial Relations

Responsibility.
 The Industrial Relations Officers/H.R.
Manager Staff Responsibility.
 A Staff Role.

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 PROCUREMENT.
 DEVELOPMENT.
 COMPENSATION.
 INTEGRATION.
 MAINTENANCE.
 SEPERATION
 MANAGEMENT OF STATUTORY AND NON-
STATUTORY WELFARE SERVICES.

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 MANAGEMENT OF SOCIAL SECURITY
PROGRAMMES.
 MAINTENANCE OF EMPLOYEE RECORDS.
 UNDERTAKING STUDIES IN THE FIELD OF HRM
AND IR.
 PUBLIC RELATIONS.
 MAINTENANCE OF CLOSE ASSOCIATION WITH
THE DIFFERENT ORGANISATIONAL
PARTICIPANTS.
 MANAGEMENT OF OVERALL IR SYSTEM.

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 TOP MANAGEMENT SUPPORT.
 DEVELOPING SOUND HRM AND IR
POLICIES.
 DEVELOPMANT OF EFFECTIVE HRM
AND IR PRACTICES.
 PROVISION OF ADEQUATE
SUPERVISORY TRAINING.
 FOLLOW UP OF RESULTS.

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THANK YOU !

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