Industrial Relations - An Introduction

Summary

This lesson introduces industrial relations, defined by the International Labor Organization as encompassing relationships between the state, employers, employees, and occupational organizations. It highlights the shift towards 'employee relations' for a broader perspective. The script discusses the benefits of effective industrial relations, such as uninterrupted production, industrial peace, and high employee morale. It outlines the roles of trade unions, industrial relations managers, and government boards in maintaining harmonious workplace relations. The lesson also addresses common causes of poor industrial relations and suggests strategies for improvement, emphasizing the importance of sound personnel policies, participative management, and education in conflict resolution.

Takeaways

• 📚 Industrial relations encompass relationships between the state, employers, employees, and their respective organizations, as defined by the International Labor Organization.
• 🤝 Dale Yoda views industrial relations as the process of management negotiating and administering collective bargaining agreements with unions.
• 🌟 Employee relations is a term that is gaining precedence over industrial relations, focusing on a broader scope of workplace dynamics.
• 🔍 Good industrial relations are characterized by harmonious management-employee relationships, effective dispute resolution, and industrial peace.
• 🏭 Uninterrupted production is a key benefit of effective industrial relations, ensuring continuity of operations and employment.
• 🤝 Industrial peace fostered by good relations promotes cooperation, increases production, and establishes industrial democracy and discipline.
• 👷 Trade unions play a crucial role in negotiating with employers for better conditions and acting as intermediaries in disputes.
• 👔 Industrial relations managers, part of the HR department, handle issues like collective bargaining, labor policies, and dispute resolutions.
• 🏛️ Industrial tribunals serve as judicial bodies that mediate and resolve employment-related claims and disputes.
• 🚫 Poor industrial relations can stem from economic, organizational, psychological, and political causes, impacting workplace harmony.
• 📈 Organizations can improve industrial relations through fair personnel policies, participative management, responsible union actions, and employee welfare.

Q & A

What is the definition of industrial relations according to the International Labor Organization?

According to the International Labor Organization, industrial relations comprise relationships between the state, on the one hand, and the employers and employees' organizations on the other, as well as the relationship among the occupational organizations themselves.

How does Dale Yoda define industrial relations?

Dale Yoda defines industrial relations as the process of management dealing with one or more unions with a view to negotiate and subsequently administer collective bargaining agreements or labor contracts.

Why is the term 'employee relations' increasingly taking precedence over 'industrial relations'?

The term 'employee relations' is increasingly taking precedence because 'industrial relations' is often seen to have relatively narrow connotations, and the newer term encompasses a broader scope of workplace relationships.

What are the main benefits of effective industrial relations management?

Effective industrial relations management can offer benefits such as uninterrupted production, industrial peace, reduction in industrial disputes, establishment of industrial democracy, discipline, and a conducive workplace environment, and high morale.

What is the role of trade unions in industrial relations?

Trade unions negotiate with employers on behalf of their members, advocating for improvements like better working conditions, compensation, and job security. They play a crucial role in maintaining a harmonious workplace and act as intermediaries in disputes.

What is the difference between industrial relations managers and human resource managers?

Industrial relations managers focus on issues like regulations, control over work structures, risk prevention, collective bargaining, and industrial security, while human resource managers deal with broader HR functions such as recruitment, training, and employee benefits.

What are the duties performed by industrial relations managers?

Industrial relations managers negotiate collective bargaining deals, develop labor policies and grievance procedures, manage dispute resolutions, ensure HR staff are knowledgeable about union contract compliance, advise management on contract negotiations, and create and revise union contracts.

What is the function of industrial tribunals in industrial relations?

Industrial tribunals are independent judicial bodies that hear and determine claims related to employment matters, such as unfair dismissal, breach of contract, wages, and discrimination. They provide a vital mediating body for the resolution of industrial conflicts.

What are some common causes of poor industrial relations?

Poor industrial relations can be caused by economic factors like poor wages and working conditions, organizational factors like faulty communication systems and unfair practices, psychological factors like lack of job security and poor interpersonal relations, and political factors like multiple unions and inter-union rivalry.

How can an organization improve its industrial relations?

An organization can improve its industrial relations by having sound personnel policies, participative management, responsible unions, and focusing on employee welfare. Additionally, establishing grievance procedures, creating a constructive climate, building communication channels, and providing education and training in mediation and conflict resolution can also help.

How does good employee relations contribute to an organization's success?

Good employee relations contribute to improved productivity, reduced conflict, reduced absenteeism, and improved employee retention, which are central to the viability and success of most organizations.

Outlines

00:00

🏭 Introduction to Industrial Relations

This paragraph introduces the concept of industrial relations, emphasizing its comprehensive nature as defined by the International Labor Organization. It involves relationships between the state, employers, and employees' organizations, as well as among occupational organizations themselves. Dale Yoda's definition is also presented, focusing on the negotiation and administration of collective bargaining agreements. The term 'employee relations' is highlighted as a more modern and inclusive approach, aiming for harmonious relationships and effective dispute resolution within an organization. The benefits of effective industrial relations management are outlined, including uninterrupted production, industrial peace, reduced disputes, and improved employee morale and retention. The paragraph also introduces the key players in industrial relations: trade unions, industrial relations managers, and government boards.

05:00

🤝 The Role of Trade Unions and Industrial Relations Managers

Paragraph 2 delves into the role of trade unions, which negotiate with employers on behalf of their members for better working conditions, compensation, and job security. The unions' importance in maintaining a harmonious workplace and their role as intermediaries in disputes are discussed. The paragraph also explains the structure of collective bargaining agreements and their protection of employees from unjust dismissal. Industrial relations managers are introduced as key members of the human resources department, responsible for negotiating deals, developing labor policies, managing dispute resolutions, and advising on contract negotiations. The role of industrial tribunals as independent judicial bodies that resolve employment-related claims is also covered, highlighting their importance in mediating industrial conflicts. Causes of poor industrial relations, such as economic factors, organizational issues, psychological factors, and political causes, are briefly mentioned.

10:02

🛠 Strategies for Improving Industrial Relations

The final paragraph outlines strategies for improving industrial relations within an organization. It suggests having sound personnel policies that are fair and transparent, implementing participative management to involve workers in HR policy-making, fostering responsible union behavior, and prioritizing employee welfare. Additional strategies include establishing grievance procedures for resolving employee concerns, creating a constructive climate for management and union relations, and promoting channels of communication to prevent disputes. The paragraph also emphasizes the importance of education and training in mediation and conflict resolution to prevent serious industrial disputes. It concludes by highlighting the positive impact of good employee relations on business outcomes and employee well-being, and encourages further learning on the subject through the provided website.

Keywords

💡Industrial Relations

Industrial relations refer to the comprehensive relationships between the state, employers, and employees' organizations, as well as among occupational organizations themselves. This concept is central to the video's theme, emphasizing the importance of harmonious relationships in the workplace. The script mentions that good industrial relations ensure uninterrupted production and industrial peace, which are beneficial for all stakeholders in an enterprise.

💡Employee Relations

Employee relations is a term that is increasingly taking precedence over 'industrial relations' due to its broader connotations, encompassing more than just the relationship between management and labor unions. The video discusses how employee relations focuses on maintaining positive and constructive relationships to keep employees loyal and engaged, which is a shift from the more narrow focus of industrial relations.

💡Collective Bargaining Agreement

A collective bargaining agreement is a legally binding contract negotiated between an employer and a group of employees represented by a trade union. The video script highlights that these agreements help secure fair wages, working hours, benefits, and standards necessary for wage increases, and protect employees from unjust dismissals. They are a key component in maintaining good industrial relations.

💡Trade Unions

Trade unions, also known as labor unions, are organizations that represent the interests of workers. They negotiate with employers on behalf of their members for better working conditions, compensation, and job security. The script explains that trade unions play a crucial role in industrial relations by acting as intermediaries in disputes and promoting a harmonious workplace.

💡Industrial Disputes

Industrial disputes arise from conflicts between employers and employees, often over issues like wages, working conditions, or job security. The video emphasizes the importance of good industrial relations in reducing such disputes and promoting industrial peace, which is beneficial for all stakeholders in an enterprise.

💡Industrial Tribunals

Industrial tribunals are independent judicial bodies that hear and determine claims related to employment matters, such as unfair dismissal, breach of contract, and discrimination. The script mentions that industrial relations managers may represent employers in these tribunals, highlighting their role in resolving industrial conflicts and setting precedents for future cases.

💡Human Resources Department

The human resources department is responsible for managing employee relations efforts within an organization. The video script notes that while this department typically oversees employee relations, all managers share the responsibility of managing these relations, which is crucial for the overall health and productivity of the organization.

💡Participative Management

Participative management involves including workers and unions in the formulation and implementation of human resource policies and practices. The video script suggests that this approach can improve industrial relations by fostering a sense of ownership and involvement among employees, leading to higher morale and commitment.

💡Grievance Procedures

Grievance procedures are formal systems within an organization for addressing employee concerns and complaints. The video script highlights the importance of having well-established and properly administered grievance procedures to resolve employees' grievances in a timely and satisfactory manner, which can significantly improve industrial relations.

💡Employee Welfare

Employee welfare refers to the well-being of workers, including reasonable wages, satisfactory working conditions, and necessary facilities. The video script emphasizes that recognizing and addressing the welfare of workers is crucial for improving industrial relations, as it contributes to higher morale and retention of employees.

💡Productivity

Productivity in the context of the video refers to the efficiency and effectiveness with which work is done. Good industrial relations can lead to increased productivity by reducing conflict, absenteeism, and labor turnover, which are all factors that can disrupt the continuity of production and hinder business outcomes.

Highlights

Industrial relations encompass relationships between the state, employers, employees, and their organizations.

Dale Yoda defines industrial relations as the process of management dealing with unions to negotiate and administer collective bargaining agreements.

Employee relations is a newer term that focuses on a broader scope beyond traditional industrial relations.

Good industrial relations ensure harmonious relationships and effective dispute resolution between management and employees.

Effective industrial relations management offers benefits such as uninterrupted production and industrial peace.

Reducing industrial disputes is a key benefit of good industrial relations, promoting cooperation and increased production.

High morale and increased employee retention are outcomes of good industrial relations.

The human resources department typically manages employee relations, but it is a responsibility of all managers.

The main objectives of industrial relations include facilitating communication, reducing labor turnover, and preventing industrial conflicts.

Trade unions play a significant role in negotiating with employers for better working conditions and job security.

Labor unions act as intermediaries in workplace disputes, aiding in formal arbitration and grievance procedures.

Collective bargaining agreements are crucial for securing fair wages, working hours, and benefits for employees.

Industrial relations managers handle negotiations, develop labor policies, and manage dispute resolutions.

Industrial tribunals are judicial bodies that hear and determine claims related to employment matters.

Poor wages and working conditions are common economic causes of poor industrial relations.

Organizational causes like faulty communication systems and unfair practices can lead to industrial conflict.

Psychological causes such as lack of job security and poor interpersonal relations can negatively impact employer-employee relations.

Political causes, including multiple unions and inter-union rivalry, can weaken the collective bargaining power.

Sound personnel policies that are fair and transparent can improve industrial relations.

Participative management, involving workers in HR policy formulation, is beneficial for industrial relations.

Responsible unions that adopt a cooperative approach to industrial relations are assets to employers.

Employee welfare, including reasonable wages and satisfactory working conditions, is crucial for good industrial relations.

Grievance procedures and constructive climate creation are ways organizations can improve industrial relations.

Education and training in mediation and conflict resolution can prevent serious industrial disputes.

Good employee relations contribute to improved productivity, reduced conflict, and improved employee retention.

Learning about industrial relations can advance a career in management.

Transcripts

welcome to this lesson which provides an

introduction to Industrial relations and

the steps you can take to improve

employee relations in your organization

let's first look at a definition of what

is meant by industrial relations

according to the international labor

organization industrial relations

comprise relationships between the state

on the one hand and the employers and

employees organization on the other and

the relationship among the occupational

organizations themselves

as we can see this a pretty

comprehensive definition according to

Dale Yoda industrial relations is the

process of management dealing with one

or more unions with a view to negotiate

and subsequently administer collective

bargaining agreement or labor contract

the newer name employee relations is

increasingly taking precedence because

industrial relations is often seen to

have relatively narrow connotations

where an organization has good

industrial relations it should have

harmonious relationships between

management and employees where potential

disputes are resolved in effective

structures and practices

in this lesson we will take a brief look

at the main Concepts in industrial

employee relations and how these May

influence your work as a manager in your

organization effective industrial

relations management can offer a wide

range of benefits to the organization

including

uninterrupted production the most

important benefit of industrial

relations is that it ensures continuity

of production

this means continuous employment for all

involved right from managers to workers

good industrial relations bring

industrial peace which is beneficial for

all stakeholders in an Enterprise

the next benefit is reduction in

industrial disputes good industrial

relations can reduce industrial disputes

industrial peace helps in promoting

cooperation and increasing production

thus good industrial relations help in

establishing industrial democracy

discipline and a conducive workplace

environment

and finally high moral good industrial

relations improves the morale of the

employees and can increase employee

retention

employee relations is a concept that is

being preferred over the older

industrial relations because of the

realization that there is much more at

the workplace than industrial relations

could look or cover

by maintaining positive constructive

employee relations organizations hope to

keep employees loyal and more engaged in

their work

typically an organization's human

resources department manages employee

relations efforts however managing

employee relations can be also seen as a

responsibility of all managers the main

objectives of industrial relations then

may include

to facilitate communication between

staff and management to raise

productivity by reducing the tendency of

high labor turnover and absenteeism to

help enable workers participate in the

management of the organization to

increase the morale and commitment of

the employees and to prevent industrial

conflicts and the loss of opportunity

for shareholders and workers there are

typically three key players active in

the industrial relations environment

these will normally include trade unions

employer industrial relations managers

and government boards which mediate

industrial disputes such as the

industrial relations tribunals in

Australia let's look briefly at each of

these trade unions or labor unions in

the USA have been active in most

countries around the world for many

years

a trade Union generally negotiates with

employers on behalf of its members

advocating for improvements such as

better working conditions compensation

and job security

these unions play an important role in

industrial relations in the relationship

between employees and employers

however the relationship between trade

unions and employers has often been

contentious labor unions play an

important role in the way employers and

workers function together to create a

harmonious workplace one of the most

important roles that labor unions

perform is that when there is a dispute

in the workplace the union acts as an

intermediary between employers and

business owners

labor union leaders are experienced at

solving problems through formal

arbitration and grievance procedures

instead of viewing this process as

contentious business owners should

welcome the involvement of a union

representative because it can expedite

the resolution

when issues arise the workplace between

you and your employee the goal is to

secure a win-win in which both sides

feel as if they each attain something

from the deal in many countries unions

operate under what is known as the

collective bargaining agreement which

helps secure Fair wages working hours

benefits and the standards necessary for

wage increases

the collective bargaining agreements

also protect employees from being fired

without just cause

trade unions will often be organized

around a specific industry this has the

benefit of leveraging the commonality

between workforces but also leads to

difficulties in managing Labor Relations

within companies

many unions do collaborate and in the

United Kingdom for example the Trade

union Congress serves to unify union

strategy industrial relations managers

also referred to as Labor Relations

managers are valuable members of the

human resource department but are not to

be confused with human resource managers

industrial relations managers deal with

issues like regulations control over

work structures risk prevention

collective bargaining industrial

security and similar issues the duties

performed by industrial relations

managers include the following

negotiating collective bargaining deals

between union and management developing

labor policies and grievance procedures

managing dispute resolutions involving

unions management employees or

government agencies

Etc ensuring HR staff are knowledgeable

about Union contract compliance advising

Management on contract negotiations and

similar management Union relations and

finally creating and revising Union

contracts industrial tribunals are

typically independent judicial bodies

that hear and determine claims to do

with employment matters

these include a range of claims relating

to unfair dismissal breach of contract

wages as well as discrimination on the

grounds of sex race disability sexual

orientation age part-time working or

equal pay industrial relations managers

may spend quite a bit of their time in

industrial tribunals where they will

represent the employer in cases brought

by unions and individual employees to

the industrial Tribunal

the industrial tribunal will make

rulings on specific cases and set

precedence for further cases brought

before such tribunals they provide a

vital mediating body for the resolution

of potentially very costly industrial

conflicts some of the main causes of

poor industrial relations can include

economic causes often poor wages and

poor working conditions are the main

causes for unhealthy relations between

management and labor other causes for

industrial conflict are inadequate

infrastructure worn out plant and

Machinery poor layout and satisfactory

maintenance Etc

the second group are organizational

causes faulty Communication System

unfair practices and non-recognition of

trade unions and labor laws are also

some other causes of poor relations in

industry

and the third group is psychological

causes including lack of job security

non-recognition of Merit and performance

and poor interpersonal relations are the

psychological reasons for unsatisfactory

employer employee relations

and finally political causes multiple

unions and inter-union rivalry weaken

the trade unions legislation limiting

the power and freedom of unions can also

contribute to Industrial conflict and

here are some ways in which an

organization can improve industrial

relations

first having sound Personnel policies

policies and procedures concerning the

compensation transfer and promotion

Etc of employees should be fair and

transparent all policies and rules

relating to Industrial relations should

be fair and transparent to everybody in

the Enterprise and to the union leaders

secondly participative management

employees should associate workers and

unions in the formulation and

implementation of HR policies and

practices

thirdly responsible unions a strong

Trade union is an asset to the employer

trade unions should adopt a responsible

rather than political approach to

Industrial relations

and finally employee welfare employers

should recognize the need for the

welfare of workers they must ensure

reasonable wages satisfactory working

conditions and other necessary

facilities for labor and here are some

more ways in which an organization

improve industrial relations

first through grievance procedures a

well-established and properly

administered system committed to the

timely and satisfactory resolution of

employees grievances can be very helpful

in improving industrial relations

second through creating a constructive

climate management should see to build

cohesive relations with unions and other

worker representative bodies

additionally through creating channels

of communication to prevent concerns

becoming Grievances and Industrial

disputes

and finally Education and Training in

mediation and conflict resolution can

help prevent serious industrial disputes

a positive climate of industrial

relations with high levels of employee

involvement commitment and engagement

can improve business outcomes as well as

contribute to employees well-being

good employee or industrial relations

contributes directly to improved

productivity reduced conflict reduced

absenteeism and improved employee

retention

good employee relations are therefore

Central to the viability of most

organizations while often seen as being

the responsibility of the HR department

managing employee relations is the

responsibility of all managers across an

organization therefore taking the time

to learn a bit about the work of

industrial relations will help you

advance your career in management want

to learn more about this subject then

click on our website to view the four

course

why not subscribe and get access to free

articles and special offers

join the global career highway now