The document discusses various aspects of industrial relations including objectives like avoiding conflict, raising productivity, and improving workers' economic conditions. It covers topics such as industrial disputes, their causes and settlement methods, collective bargaining, trade unions, worker participation, grievance procedures, and disciplinary actions. The overall goal of industrial relations is to develop harmonious relationships between employees and employers in organizations.

1. INDUSTRIAL
RELATIONS

2. INTRODUCTION
• "Industrial relations is an art, the art of living
together for purposes of production. The parties
while working together learn this art by acquiring
the skills of adjustment.” J. Henry Richardson
• Industrial relations are the relationships between
employees and employers within the
organizational settings. The field of industrial
relations looks at the relationship between
management and workers, particularly groups of
workers represented by a union.

3. • Industrial relations has three faces: science
building, problem solving, and ethical.
• In the science building phase, industrial
relations is part of the social science. Here
industrial relations is studied in context with
labour economics, industrial sociology,
labour and social history, human resource
management, political science, law, and
other areas.
• In the problem solving phase, industrial
relations seeks to design policies and
institutions to help the employment
relationship work better

4. • In the ethical phase, industrial relations
contains strong normative principles about
workers and the employment relationship,
especially the rejection of treating labour as a
commodity in favour of seeing workers as
human beings in democratic communities
entitled to human rights.

5. OBJECTIVES
• To safeguard the interest of labour and
management
• To avoid industrial conflict or strike and develop
harmonious relations
• To raise productivity to a higher level
• To establish and promote the growth of an
industrial democracy
• To improve the economic conditions of workers
• Socialization of industries

6. • Vesting of a proprietary interest of the workers
in the industries in which they are employed

7. INDUSTRIAL DISPUTE
• Industrial Dispute means any dispute or
differences between employers and employers or
between employers and workmen or between
workmen and workmen which is connected with
the employment or non-employment or the
terms of employment or with the conditions of
labour of any person.

8. CAUSES FOR INDUSTRIAL DISPUTE
• Economic • Non-Economic
 wages , bonus and  victimization of
allowances workers
 conditions for work,  ill treatment by staff
working hours, leave members
and holidays without  sympathetic strikes
pay  political factors
 unjust layoffs and  indiscipline
retrenchments.

9. SETTLEMENT MEASURES FOR ID
• Voluntary methods • Statutary methods
 Collective bargaining Conciliation
 Trade unions Voluntary
 Joint consultation Arbritration
 Standing orders Adjudication
 Grievance procedure
 Code of conduct

10. COLLECTIVE BARGAINING
• Collective bargaining is process of joint decision
making and basically represents a democratic
way of life in industry.
• It is the process of negotiation between firm’s
and workers’ representatives for the purpose of
establishing mutually agreeable conditions of
employment.
• It is a technique adopted by two parties to reach
an understanding acceptable to both through the
process of discussion and negotiation.

11. • It is a collective process in which representatives
of both the management and employees
participate.
• It is a continuous process which aims at
establishing stable relationships between the
parties involved.
• It not only involves the bargaining agreement,
but also involves the implementation of such an
agreement.
• It attempts in achieving discipline in the industry
• It is a flexible approach, as the parties involved
have to adopt a flexible attitude towards
negotiations.

12. TRADE UNIONS
• Trade union is an association either of employees
or employers or of independent workers.
• It is a relatively permanent formation of workers.
It is not a temporary or casual combination of
workers.
• It is formed for securing certain economic, social
benefits to members.

13. OBJECTIVES OF TRADE UNION
• Wages salaries
• Working conditions
• Discipline
• Personnel policies
• Welfare benefits
• Employee-employer relation
• Negotiating machinery
• Safeguarding organizational health and interest of
the industry
• Legal assistance

14. STRUCTURE OF TRADE UNIONS
• Plant level Unions
• Local Level federations
• Regional level federations
• National federations

15. WORKER PARTICIPATION IN
MANAGEMENT
• Worker participation in management means
giving scope to workers to influence the
managerial decision making process at different
levels by various forms in an organization. The
principal forms of worker participation are
information sharing, joint consultation and
decision making, suggestion schemes etc.

16. SIGNIFICANCE OF WORKER
PARTICIPATION
• Higher productivity
• Greater commitment
• Reduced industrial unrest
• Improved decisions
• Human resource management
• Reduced resistance to change

17. WHAT IS GRIEVANCE
• Any discontent or dissatisfaction whether
expressed or not , whether valid or not , arising
out of anything connected with the company
which an employee thinks , believes or even feels
to be unfair or unjust.

18. CAUSES OF GRIEVANCE
• Economic cause
• Work environment
• Supervision
• Work group
• Others such as promotion , fines , transfers , etc.

19. GRIEVANCES PROCEDURES
• It is a formal communication between an
employee and the management designed for the
settlement of a grievance.
• It may vary from organization to organization.
• Consists of policies
 open door policy
 step ladder policy

20. GRIEVANCE REDRESSAL
MACHINERY
• Model for grievance procedure was drawn up in
16th session of Indian Labor Conference.
• This model helps in creation of grievance
machinery.
• In this , management has to specify the persons
in each department who are to be approached
first and the departmental heads who are
supposed to be approached in second step.

22. DISCIPLINARY ACTION
• Purpose
 To motivate the employee to conform to the
organization’s performance standards.
• Disciplinary problems faced by HR managers
 attendance
 on the job behavior
 dishonesty
 off the job behavior

23. • Approaches to discipline employees
incorrect discipline
Preventive discipline
Positive discipline
• Various disciplinary actions
Verbal warning,
Written warming,
Suspension
Pay cut
demotion and dismissal.