Unit: 8 Change, before change

changes you !!

Rich

Human Resource Turns the

Poor Country into Rich Country,
but not vice-versa.
HR
creates
a
distinctive
competency to an Organization Be
part of It.
Competition! Competition!! Meet it
Through Enriching Your HR !! , Not
by any other Means!!!
1

Industrial /labor relationship

Dale

Yoder: Whole field of relationship

that exists because of the necessary
collaboration of men and women in the
employment process of an industry.

ILO:

Relationship between the state

and the employers and workers
organizations or the relations between
the
occupational
organizations
themselves.
2

Objectives of IR
Congenial

Labour-Management

Relations
Enhance Economic Status of
Employees
Reduce Industrial Conflicts
Socialize Industries
Participative Decision-Making
Solve Problems through
Negotiations
Industrial Democracy

Objectives of IR
To

promote
and develop
congenial labour management
relations
To enhance the economic status
of the worker by improving
wages, benefits and by helping in
evolving sound budget
To regulate the production by
minimizing industrial conflicts
through state control
4

Approaches to IR
Psychological

Approach
Sociological Approach
Human Relations Approach
Non-Violence , Truth and
Trusteeship

Three Actors of HR
Employees

and their
Organizations

Employers

and their
Organizations

Government

Actors of HR

Courts and Tribunals

These

help in resolving industrial disputes. Labor

courts examine the legality of orders passed
by the employers, the discharge of employees,
withdrawal
of
concessions
or
privileges,
matters relating to lock-outs and strikes.
Industrial tribunals deal with matters related
to
wages,
compensations
and
other
allowances,
bonuses,
rules
of
discipline,
retrenchment, and closure of organizations.
For example, the Australian Industrial Relations
give great importance to courts. The courts give
quick binding decisions thus, minimizes economic
losses.
8

Why Trade Unions?

To
To
To
To
To

Provide Economic Security

Improve Bargaining Power
Ventilate workers Grievances
Satisfy Workers Social needs
Secure Power to Employees

Trade Union : Functions

Protecting

Workers Interest-Wage,
Benefits, Job
Financial and non-financial
assistance during strikes, medical,
sickness, educational, housing.
Affiliation to a Political Party,
helping Political Party , Collecting
donations
Education, journal, Research..
10

Employee Association
Employers

join what are called

employer
associations/employer
federations/trade associations.
Like
trade
unions,
employer
associations are made up of
businesses and employers and who
all pay annual fees for their benefits.

11

Employer association
Employer

association function as a
counterbalance to labor unions,
helping businesses organizes their
resources and promotes their
interests.
Many
employer
associations,
including the nation's largest, the
U.S.
Chamber
of
Commerce,
engage
in
political
lobbying
designed to promote the passage of
legislation favorable to employers.

12

Employer associations and the Government

They

want the government to control

things such as inflation, law and
order,
health
and
safety,
and
education for the workforce.
Lower taxes.
More freedom for businesses.
Fair competition.
Good transport infrastructure.
Access to overseas markets.
Reliable source of power.
13

Causes of industrial dispute

An industrial dispute is basically a difference between
employer and employees. The causes of industrial
dispute
can be broadly classified into two categories: economic
and
non-economic causes.
The economic causes will include issues relating to
compensation like wages, bonus, allowances, and
conditions for work, working hours, leave and holidays
without pay, unjust layoffs and retrenchments.
The

non-economic factors will include victimization of

workers,
sympathetic
strikes,
political
factors,
indiscipline etc.
14

Ways to avoid labor disputes

Higher

wages
Better benefits
Better working condition
Increased job security
Meet regularly with union
representatives
Be fair , but dont away the
farm.
15

Disciplinary action

Sometimes,

an employer might need to raise

more serious concerns with an employee.
In these cases, the employer may wish to
commence disciplinary action. Disciplinary
action can take many forms. It should be seen
primarily as a corrective measure, aimed at
preventing
further
misconduct
or
poor
performance.
The most common types of disciplinary action are
warnings and, in serious cases, dismissal.
However, disciplinary action can sometimes mean
suspension from work, or the removal of certain
privileges, or, in rare instances, demotion.
16

Disciplinary action
To

be lawful, disciplinary action or

dismissal
must
be
fair
and
reasonable in all the circumstances
(with some limited exceptions).
There are two aspects to this:
The employer must have good
reason
for
the
dismissal
or
disciplinary action, and
The employer must follow a fair
process
in
reaching
and

17

Types of disciplinary problems

Attendance

related
On-the job behavior
Dishonesty
Outside activities

18

Disciplinary steps

Disciplinary procedure should

include the following steps:
1. A letter setting out the issue.
2. A meeting to discuss the issue.
3. A disciplinary decision.
4. A chance to appeal this
decision.

19

Other sanctions

Where

the misconduct is serious

but falls short of gross misconduct,
other options - provided the
worker's contract allows - include:
transferring the worker to another
job
demotion
non-payment of bonuses
20

OUTPLACEMENT
Professional

coaching, practical
guidance and essential facilities
to help people move to the next
stage in their careers, either
within their current organizations
or elsewhere.

21

Outplacement assistance
Efforts

made by the employer to

help a recently separated worker
to find a job.

Assistance-

-paid leave,
-travel charges,
-search firm charges to the
retrenched employees
22

Services & Training Provided in

Outplacement
Writing

better resumes

Preparing
Mock

for the interviews

interviews

Telling

about networks &

networking
23

Grievance Handling

Grievance

may be defined as a
complaint or resentment against any
unjust or unfair act. Grievance is any
issue associated with an organisation or
its
management
like
employee
discrimination
or
harassment
by
managers. Grievance may also be any
alleged violation of employee contracts
or settlements or violation of any laws,
or on race, age or sex discrimination.
24

Grievance handling procedure

25

Importance/benefits of grievance

procedure
Grievance

Procedures is a must for any organizations

because it gives employees an opportunity to voice out there
problems whether it concerns occupational health & safety
or complaints concerning harassment ,discrimination ,....any
problems within the work area.

Furthermore

by having a uniform grievance procedures it

ensures that problems are dealt with in the same manner for
everybody.
Unbiased management
Timeliness
Defined procedure
26

Importance/benefits of grievance procedure

Without

proper grievance procedures a number

of potential problems may arise, these include:
increase absenteeism, increased leave due to
stress and low morale within the work force.
Therefore, organizations need to have a good
working relationships aimed at preventing
disputes from arising or if disputes do occur, to
have procedures for effectively handling and
resolving them.
27

Conflict management
Conflict

management is the process of

limiting the negative aspects of conflict while
increasing the positive aspects of conflict.
The aim of conflict management is to enhance
learning and group outcomes, including
effectiveness or performance in organizational
setting (Ra him, 2002, p.208).
Properly managed conflict can improve group
outcomes (Alpert, Osvaldo, & Law, 2000;
Booker & Jame son, 2001; Ra-him & Bono ma,
1979; Kuhn & Poole, 2000; Church & Marks,
2001
28

Causes of conflicts at work

29

Resolving conflicts

30

Dismissal Redundancy

Redundancy

happens when a person is told to

leave the job because his skills are of no more use
to the organisation. This may happen due to many
reason, for example,
A merger between two firms results in surplus job.
A business is losing sales and wants to cut the
production level or cost and may lay off employees
The product is taken out of production altogether
Maybe new machinery is introduced and it requires
different skills and qualifications to operate it.
It is also known as retrenchment.

31

Collective bargaining
Collective

bargaining is a tool people use to

end conflict and get things going again in
business. Occurring in either continuous or
periodic forms, its aim is to make things
better for both the employer and employee
overall, or to initiate social changes. The
disadvantages such as expense and creating
divisions in companies are significant, but
this technique also provides some big
advantages such as giving workers a safe
way to voice their concerns and opinions.
32

Collective bargaining
The

term collective bargaining refers to a goodfaith business mechanism people use to reach an
agreement. Through basic negotiation and other
techniques, the people involved find solutions to
work-related issues such as vacation time, pay,
work hazards, training and work hours that
ultimately benefit everyone.
People call these processes collective because
the opinion and well-being of the whole group, or
collective, is involved.
The Universal Declaration of Human Rights
formally recognizes the ability of people to use
this strategy.
33

Collective bargaining

34

collective bargaining process/steps

1.
2.
3.
4.
5.

Prepare
Discuss
Propose
Bargain
settlement

35

Current issues/situation of labor relations in

Nepal

Issues

related to the IR strategy

and policy making
Issues related to collective
bargaining and personnel policies
Issues related to IRs at the work
place (QWL)

36

Labor Legislation in Nepal

It

guides the IR and influence the

HR activities of the organization.
Legislation is guided by the
national culture and value systems
which vary from country to country
and this is reflected in the law of
different countries.

37

Labor Legislation in Nepal

The

labor act 1992

Child labor act 2000
Trade Union act1992

38

dictionary
Congenial

: suitable to your needs or similar to your

nature.
Tribunals: an assembly
Sympathetic: friendly fellow feelings;
Mock: treat with contempt
Bullying: the act of intimidating a weaker person to
make them do something
Redundancy: the attribute of being superfluous and
unneeded

39