Industrial Relations - An Introduction
Summary
TLDRThis 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
🏭 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.
🤝 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.
🛠 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.
Mindmap
Keywords
💡Industrial Relations
💡Employee Relations
💡Collective Bargaining Agreement
💡Trade Unions
💡Industrial Disputes
💡Industrial Tribunals
💡Human Resources Department
💡Participative Management
💡Grievance Procedures
💡Employee Welfare
💡Productivity
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
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