INDUSTRIAL

RELATIONS

DEFINITION
Industrial Relations talks about the relation between employees and employers.
Later on with the advancement the employees organized themselves into trade
unions, and therefore today IR has become complicated.
With government rules and regulations in place, now we have three parties in
industrial relations.
According to ILO Industrial relations deal with the relationships between the
state and the employers and the workers.

Dominant Aspects of IR
Co-operation:- co-operation between labour and
capital.
a) Labour power - workers and employees who man the
various industrial establishment.
b) Capital power - the employers who own the company
and have full control over its capital.
If any one of them faces problem, then the industry
suffers.
Co-operation between the two flows from the pursuit
of self- interest of both the parties.
Capital/owners give them employment and
certain(good) working condition.
The labour power in return work and provide services
to the business establishment.

Dominant Aspects of IR
Conflict- it is inherent in the industrial relations today.
The frequency of work stoppages, strikes and lock-outs are the occasional
expressions of the ever present conflict.
The government machinerys continuous efforts to prevent disputes is an
indication of in-depth problems
Example: the Maruti lock-out at Manesar

International Labour Organization

The International Labour Organization (ILO) is a specialized agency of the
United Nations system which seeks the promotion of social justice and
internationally recognized human and labour rights.
The International Labour Organization (ILO) is devoted to promote social justice,
pursuing its founding mission that labour peace is essential to prosperity.
Objectives: Promote and realize standards and fundamental principles and rights at work
Create greater opportunities for women and men to decent employment and inco
me
Enhance the coverage and effectiveness of social protection for all
Strengthen tripartism and social dialogue

Mission
The International Labour
Organization (ILO) has the
following mission:
To promote opportunities for men
and women to obtain decent
and productive work, in
conditions of freedom, equity,
security and human dignity,
which is summed up by the
expression Decent work as a
global goal.

STRUCTURE

How the ILO works

International
InternationalLabour
Labour
Conference
Conference

ILO
ILO
Comprises
Comprises

Governing
GoverningBody
Body

International
International
Labour
LabourOffice
Office

International Labour Conference (ILC)

The ILC meets in June every year, in Geneva, and is the highest
authority of the ILO. It sets minimum international labour
standards and defines the broad policies of the Organization.
Every two years, the Conference adopts the ILOs biennial work
programme and budget, which is financed by member States.
The ILC also provides an international forum for the discussion of
world labour and social problems.
The ILC elects the Governing Body of the ILO.

International Labour
Conference
Each member State has four
representatives
One Worker
representative

Two
One Employer
Government
representative
representative

Tripartite structure of the ILO

The ILO has a
tripartite structure
unique in the United
Nations system, in
which employers
and workers
representatives
the social
partners have an
equal voice with
those of
governments in
shaping its policies
and programmes.

Workers
Workers

ILO
ILO
Governments
Governments

Employers
Employers

What are international labour standards?

International labour standards are legal instruments drawn
up by the ILOs constituents (governments, employers and
workers) which set out basic principles and rights at work.
ILS
ILSare
aredivided
dividedinto:
into:

CONVENTIONS
CONVENTIONS
These
Theseare
arelegally
legallybinding
bindinginternational
international
treaties
treatiesthat
thatare
aresubject
subjectto
toratification
ratification
by
bymember
memberStates.
States.

RECOMMENDATIONS
RECOMMENDATIONS
These
Theseserve
serveas
asnon-binding
non-bindingguidelines.
guidelines.
They
Theycan
canalso
alsobe
beautonomous,
autonomous,namely
namelynot
not
linked
a
Convention.
linked a Convention.

In many cases, a Convention lays down the basic principles to be implemented by ratifying
countries, while a related Recommendation supplements the Convention by providing more
detailed guidelines on its implementation.
Binding means mandatory as soon as a country has ratified a Convention and integrated it into
national law.

How an international labour

standard is adopted
The
TheGoverning
GoverningBody
Bodyputs
puts
the
subject
on
the
agenda
the subject on the agendaofofthe
the
International
InternationalLabour
LabourConference
Conference

AAproblem
problem
isisidentified
identified

The
TheOffice
Officeprepares
preparesa a
law
and
practice
law and practicereport
reportwith
with
a aquestionnaire
questionnaireononthe
thecontent
content
ofofa apossible
possiblenew
newinstrument
instrument

G
E

First discussion of the

proposed conclusions at
the Conference

The
TheOffice
Officeprepares
preparesa areport
report
containing
containinga asummary
summaryofofthe
the
discussion
and
the
proposed
discussion and the proposed
instrument
instrument

The
TheOffice
Officeanalyzes
analyzesthe
the
comments
commentsand
andprepares
prepares
itsitsproposed
proposedconclusions
conclusions

The
Thereport
reportisissent
senttoto
governments,
employers
governments, employersand
and
workers
workersfor
fortheir
theircomments
comments

The
Theinstrument
instrumentisisadopted
adoptedbyby
the
theConference
Conferencewith
witha a
2/3-majority
vote
2/3-majority vote

The
Thereport
reportisissent
senttoto
governments,
governments,employers
employersand
and
workers
for
their
comments
workers for their comments

The
TheOffice
Officeprepares
preparesa a
revised
reviseddraft
draftofofthe
the
instrument
instrument

G
E

Second discussion of the

proposed instrument at the
Conference

GRIEVANCES

When the employee feels that something is unfair in the organization,

he is having a grievance.

According to Jucius, any discontent, or dissatisfaction, whether

expressed or not, whether valid or not, arising out of anything
connected with the organization which an employee feels to be unfair,
unjust or inequitable.

Features of Grievances

Dissatisfaction

It arises out of employment and not personal problems.

It can arise out of imaginary reasons

It may be voiced or unvoiced

It is perceived to the non-fulfilment of ones expectations from the

company

Forms of Grievances

Factual:- when the legitimate needs remain unfulfilled.

Imaginary:- wrong perception, wrong attitude and wrong information.

Disguised:- dissatisfaction for the reasons that are unknown to the

employee himself.

Causes

Economic:- wages, bonus, overtime.

Work Environment:- unfair rules, lack of recognition, weak culture.

Supervision:- perceived notions of bias, favortism, caste affiliations,

regional feelings.

Work Group:- adjustment problems, alienation, ridicule and humiliation.

Miscellaneous:- violations in promotions, safety methods, transfer, etc.

Effects

On production:- low quality and quantity, wastage of material and

machinery and increase in cost of production.

On employees:- increase in absenteeism, turnover, accidents and reduce

in the level of commitment, morale.

On the managers:- strains relations, more supervision and control,

increase in indiscipline cases, unrest in industry.

Advantages of Grievance Procedure

Management can know the pulse of the employees.

Employees get a chance to ventilate feelings.

Keep a check on the supervisors behaviour towards their subordinates.

Moral of the employees would be high.

Discovery of Grievances

Observations

Grievance procedure

Gripe boxes

Open door policy

Exit interview

Opinion surveys

Pre-requisites of Grievance Procedure

Conformity with statutory provisions

Unambiguity

Simplicity

Promptness

Training

Followup

Steps in the Grievance Procedure

Identify grievance

Define correctly

Collect data

Analyse and solve

Prompt redressal

Implement and followup

 Thank you
Questions Please !!!!!