Industrial Relations: Everything You Need to Know
Industrial Relations" refers to the relationships between employers and workers, whether at the national, regional, or company level. It encompasses all interactions related to social and economic issues, including wage determination, working hours, and working conditions. These relations are crucial for maintaining workplace harmony and ensuring fair practices in the labour market.
According to the International Labour Organisation (ILO), industrial relations deals with relationships between either state and employers and workers organisations or the relationship between the occupation organisation themselves.
What Is Industrial Relations?
The term industrial relations comprises two words, i.e. ‘industry’ and ‘relations’. The term ‘industry’ refers to any productive activity in the organisation in which the employees are engaged. On the other hand, the term ‘relations’ refers to the relationship, which exists within the industry between the management and the employees. The relationship between management and employees within the organisation within the organisational settings is defined by industrial relations. Industrial relations emerge directly or indirectly from management-trade union relationships.
Types of Industrial Relations
Industrial relations can be categorised based on various factors such as the relationship dynamics, the type of interaction, and the level at which the interactions take place. Here are the primary types of industrial relations:
Individual Industrial Relations: This type focuses on the relationship between individual employees and employers. It deals with hiring, job responsibilities, compensation, and grievance redressal at an individual level.
Collective Industrial Relations: In collective industrial relations, the relationship is between employer organisations and trade unions or groups of employees. It includes collective bargaining, where the union negotiates terms on behalf of its members regarding wages, working conditions, and other employment terms.
Directive Industrial Relations: These relations are governed by rules and regulations set by the government, such as labour laws and labour policies. The government plays a significant role in ensuring that industrial disputes are resolved fairly and that workers' rights are protected.
Why are Industrial Relations Relevant to Business?
Industrial relations play a vital role in businesses as they directly affect the work environment, productivity, and the delivery of goods and services.
Before establishing a business in a new country, companies must carefully study and understand the local industrial relations system.
For example, they should assess whether collective bargaining occurs across multiple employers, whether collective agreements apply to all workers and employers (regardless of union membership), or if multiple unions can exist within a company and have the right to sign agreements.
Some unions may have a history of conflict, leading to collective disputes. In the context of globalisation, businesses are adopting strategies to extend industrial relations internationally, such as International Framework Agreements (IFAs) between global unions and multinational companies. This helps ensure consistent labour practices across borders and aligns with the company’s global operations.
Characteristics of Industrial Relation
Following are the significant features of industrial relations:
Industrial relations are the result of employment relationships in industrial enterprises.
Industrial relations introduced the concept and method of balancing and cooperating.
Industrial relations formulate rules and regulations to maintain harmonious relations.
The intervention of the Government to shape the industrial relation is made through laws, agreements, rules, charters, etc.
Industrial relations incorporate both individual relations and collective relations.
Several parties play a role in industrial relations. The main parties are employees and their organisation, employers and their association, and government.
Objectives of Industrial Relation
Following are the different objectives of industrial relation.”
To establish industrial peace.
To safeguard the interests of both workers and management.
To avoid industrial disputes.
To raise the production capacity.
To establish industrial democracy.
To minimise the labour turnover rate and absenteeism.
To safeguard the workers economic and social interests.
To contribute to the economic development of the country through productivity.
To establish a full employment situation.
To minimise strikes, lockout, Heroes, etc., by providing good working conditions and fair wages to the workers.
Nature of Industrial Relation
Industrial relations are concerned with the relationship between management and workers.
Industrial relations safeguards the interest of employees.
Industrial relations are concerned with the system, rules, and procedures used by unions and employees to determine the reward for effort and other conditions of employment, safeguard the interests of the employees and their employer and regulate how employers treat their employees.
Industrial relations maintain a balance with employee expectations, employer associations, trade unions, and other social and economic institutions of societies.
Industrial relations help in resolving disputes, conflicts, and controversies between labour and management.
Scope of Industrial Relation
Industrial Relations is a wide-reaching term. Different scholars have expressed their different views on the scope of industrial relations. According to Dale Yoder, “Industrial relations incorporate policies related to recruitment, selection, training of workers, personnel management, and collective bargaining.” According to the International Labour Organisation (ILO), industrial relations incorporate the relations between state and employers and relations between trade unions and employers associations.
According to Richard A Lester, the scope of industrial relations is no longer limited only to trade unions and industrial management, rather it includes all aspects of labour such as wages, productivity, social security, management, and employee policies. Trade Union policies also form part of it.
In a modern organisation, the industrial relations functions are performed by the Industrial Relations Department. This function is performed under the supervision of the Director of the Industrial Relations department. In the performance of this function, support is rendered by different managers and subordinates. Different important functions performed by workers of the industrial relation department includes:
Management of policies and programs of industrial relations.
Public Relation
Labour Relation
Recruitment, Selection, and Placement of labourers.
To provide medical and health-related services.
To maintain employment records of the employees.
Provision of recruitment test, ability test, skill test, and intelligence test.
Provision of training and education program
What is the Importance of Industrial Relations?
Promotes Democracy: Industrial relations means employing collective bargaining to resolve issues faced by workers. This collective bargaining is generally employed through cooperation and mutual agreement amongst all the affected parties, i.e., democracy, management, and employees unions. This enables an organisation to establish industrial democracy, which eventually motivates the workers to perform their best to the growth and prosperity of the organisation.
High Morale: Good industrial relations enhance the morale of the employees and motivate the workers to work more efficiently.
Avoid Conflicts Between Management And Union: Industrial relations minimise issues between unions and management. This is because industrial relations incorporate setting up machinery to resolve issues faced by management and employees through mutual agreement to which both these parties are bound. This results in ignoring any unfair practices that could lead to major conflicts between employers and trade unions.
Minimises Wastage: Satisfactory Industrial relations are maintained on the basis of co-operation and recognition of each other in the department. It helps to minimise wastage of material, manpower, and costs.
Economic Growth And Development: Good and harmonious industrial relations result in increased efficiency and hence prosperity, which in turn minimise turnover and other tangible benefits to the organisation. This promotes economic growth and development.
Functions of Industrial Relations
The important functions of industrial relations are:
To establish communication between workers and management to maintain the sound relationship between the two.
To establish support between managers and employees.
To ensure the creative contribution of trade unions to avoid industrial conflicts.
To safeguard the interests of workers and the management,
To avoid an unhealthy and unethical atmosphere in an industry.
To formulate such considerations that may promote understanding, creativity, and cooperativeness to enhance industrial productivity.
To ensure better workers’ participation.
Factors Affecting Industrial Relations
Industrial relations are influenced by a variety of factors that impact the relationship between employers, employees, and trade unions. Key factors include:
Economic Conditions: Economic stability or instability can influence wage negotiations, job security, and employment conditions.
Government Policies: Laws and regulations, including labour laws, social security, and minimum wage policies, shape industrial relations.
Technology and Automation: The introduction of new technologies can lead to job displacement or changes in work roles, affecting employee satisfaction and relations.
Union Strength and Influence: The presence and power of labour unions impact negotiations and conflict resolution between workers and employers.
Management Style: A company’s approach to management, whether authoritarian or participative, influences employee morale and industrial relations.
Social and Cultural Factors: Societal values, traditions, and cultural attitudes towards labour can influence industrial relations in different regions.
Conclusion
To conclude, industrial relation, also known as an employment relationship, is the versatile academic field that studies the employment relation, i.e. the complex interaction between employer and employees, labour/trade union, and employer organisation and state. Also, it is observed that a good industrial relation increases the efficiency of workers and eventually increases the productivity of an organisation.
FAQs on Industrial Relations
1. What is Industrial Relations?
Industrial relations refer to the relationship between employers, employees, and trade unions. It involves interactions and negotiations regarding wages, working conditions, and employment terms, and it plays a critical role in maintaining workplace harmony and resolving disputes.
2. What are the objectives of Industrial Relations?
The main objectives of industrial relations include ensuring peaceful and harmonious relationships between employers and employees, improving productivity, resolving disputes, and safeguarding the rights and interests of both parties. It also aims to promote fair wages, working conditions, and job security.
3. What is the scope of Industrial Relations?
The scope of industrial relations includes all activities related to the relationship between employers and employees, including collective bargaining, dispute resolution, labour laws, and policy-making. It covers various sectors such as manufacturing, services, and government employment.
4. Why are Industrial Relations important?
Industrial relations are crucial because they help maintain a stable and productive work environment. They ensure the smooth resolution of conflicts, promote fair treatment and foster better communication and cooperation between employers and employees. This leads to increased productivity, worker satisfaction, and overall organizational success.
5. What are the factors affecting Industrial Relations?
Several factors affect industrial relations, including economic conditions, government policies, technology, management styles, union strength, workplace communication, and social and cultural attitudes. Disputes and strikes can also influence the quality of industrial relations.
6. How do you define Industrial Relations?
Industrial relations can be defined as the study and management of the relationship between employers, employees, and trade unions. It involves understanding the dynamics of work environments, labour laws, and collective bargaining to resolve conflicts and maintain harmony in the workplace.
7. What is the concept of Industrial Relations?
The concept of industrial relations revolves around the relationship between the workforce and management. It encompasses various aspects such as labor laws, wage agreements, dispute management, and the role of trade unions in influencing workplace policies and conditions.
8. What is the Industrial Relations Code?
The Industrial Relations Code is a set of laws in India aimed at regulating industrial disputes, ensuring fair labour practices, and protecting workers' rights. It consolidates and simplifies various labour laws, focusing on aspects like working conditions, wages, trade unions, and dispute resolution.
9. What are the types of Industrial Relations?
The types of industrial relations include:
Individual Industrial Relations: Focuses on the relationship between individual employees and employers.
Collective Industrial Relations: Involves trade unions and collective bargaining between workers and employers.
Directive Industrial Relations: Governed by labor laws and policies set by the government.
Bilateral Industrial Relations: Based on direct negotiations between employers and unions.
Tripartite Industrial Relations: Involves employers, employees, and the government in decision-making processes.
10. What is the role of Industrial Relations in the workplace?
Industrial relations play a vital role in ensuring a peaceful work environment by resolving disputes, improving communication, and promoting collaboration between employers and employees. They help enhance productivity, address grievances, and ensure compliance with labour laws and policies, thereby fostering a positive organizational culture.
