DIFFERENCES BETWEEN

HR MANAGEMENT AND
INDUSTRIAL RELATIONS

Human Resource Management:

a) There are only two important parties namely employee and
employer.
b) Formulation of objectives, policies, procedure and programs of
human resources and implement them.
c) Individual employee contacts with the immediate superior.
d) Grievance and disciplinary procedures are resorted to, to solve the
employee-employer conflicts.
e) Reformulates the objectives, policies etc ,based on industrial
conflicts which are the outcome of unsound industrial relations.
f) Human Resource Management (HRM) is the overall management of
all resources including workers, staff, executives, Top management
and even suppliers and customers

Industrial Relations
Industrial Relations (IR) in practice are the relations between actual
work force and management of the organization.
Given below are some of the salient features of IR:
a) The implementation of HRM policies results in IR.
b) There are four important parties namely employees, employer, trade
unions and government
c) The sound IR contributes to the organizational goals. The unsound
IR result in industrial conflicts demanding for change and
reformulation of HRM objectives and goals
d) Employees contact even the top management as a group.
e) Collective bargaining and forms of industrial conflicts are resorted to
solve the problems

f) Industrial relations are governed by the system of rules and

regulations concerning work, workplace and working
community.
g) The main purpose is to maintain harmonious relations
between employees and employer by solving their problems
through grievance procedure and collective bargaining.
h) Trade Unions is another important institution in the Industrial
relations. Trade unions influence and shape the industrial
relations through collective bargaining.
i) Industrial relations are the relations mainly between
employees and employers.
j) These relations emphasis on accommodating other parties
interest, values and needs. Parties develop skills of
adjusting to and cooperating with each other.

Human Resource Management:

Functions

3.
Human Resource Management involves management functions like planning, organizing, directing and
controlling. In order to achieve the above objectives, Human Resource Management undertakes the following
activities:

1. Human resource or manpower planning.

2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organizational relationship.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by providing incentives.
13. Reviewing and auditing manpower management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.