...Management Outlining the formal industrial relations systems in India and comparing it to Australian industrial relations systems. Describing the views on how appropriate Indian industrial system is for modern industry and commerce. Student name: Student ID: Lecturer/Tutor: Ms Gurmit Kaur Pritam Singh/ Dr Marc Morgan Word Count : Date of Submission: Executive Summary: Introduction: The concept of Industrial relations has a wide meaning. The expression industrial relations by itself means relationship that emerges out of day to day working and association of labour and management. But when taken in its wider sense it includes “the relation between an employee and an employer in the course of running of an industry and may project itself to spheres which may transgress to the areas of quality control, marketing, price fixation and deposition of profits among others.” Industrial relations is about people as individuals. In some case they are members of or are represented by large organisations. For employees these organisations are unions for employers they are employer associations. However what we pay or get paid takes place within a wider system of industrial relations in which governments, courts and tribunals influence our pay levels and other conditions of work. So industrial relations is largely about how pay, working conditions and work are set when we go to wprk for someone or we employ someone. Industrial relations work fits into a number of categories: ...
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...the day-do-day working relations in the undertaking, usually a worker or trade union protest against an act or omission or management that is considered to violate worker's rights. The following causes have been given of employee grievances: (i) Promotions; (ii) Amenities; (iii) Continuity of service; (iv) Compensation; (v) Disciplinary action; (vi) Fines; (vii) Increments (viii) Leave; (ix) Medical Benefits; (x) Nature of the job; (xi) Payment of wages; (xii) Acting promotion; (.xiii) Recovery of dues; (xiv) Safety appliance; (xv) Superannuation; (xvi) Supersession; (xvii) Transfer; (xviii) Victimization; and (xix) Conditions of work. Grievances may arise from various causes related to the work and working conditions of the employees. The typical areas where causes of grievances may occur are: • Wage structure including bonus, incentives, overtime, leave facilities etc. • Seniority, job classification, promotion, transfer, lay-off and discharge; • Supervision and discipline, • Physical environment and working conditions in general • Welfare arrangements including health and safety; • Employer's attitude towards interpretation of the service contract or collective bargaining agreement, settlement of grievances etc. 2. What are the objectives of ‘Industrial Relations’? Main objectives of Industrial Relations • Main objective of Industrial relation is to improve economic conditions of workers in the present scenario of industrial management and political...
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...THIRD INDIA-EU SEMINAR ON EMPLOYMENT RELATIONS AND RESOLUTION OF CONFLICTS (NEW DELHI – SEPTEMBER 22-23, 2008) India and European Union (EU) have entered into a Joint Action Plan to have a policy dialogue and cooperation in the fields of employment and social policy to share experience, periodic exchange of views and information on the following issues:(i) Labour and employment issues, including employment policies, restructuring, the global employment opportunities and requirements for trained manpower; (ii) Human resource management in particular through training and skills development; and (iii) Social Security. 2. In line with the Joint Action Plan, the Ministry of Labour & Employment, Government of India has signed an Memorandum of Understanding (MOU) with the European Commission to strengthen dialogue and exchange of views and information on issues of common interests within the area of employment and social policy such as: skills, training and employment, social security, occupational health and safety; workers’ participation in management; and other relevant issues jointly identified. The structured dialogue consists of exchanges of experience, best practice, views and information on topics of common interest, trends and policy developments related to the above areas. As a part of this structured dialogue, it has been agreed upon to organize a joint seminar on mutually identified issues every year. These seminars will bring together EU and India government...
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...Case Study of Air India Airlines Group Members: Anukriti Dave Nitu Thomas Vishwa Patel Air Indian Airlines into trouble 1. Introduction Success of the Airline Industry depends on cordial relationship between the employers and the employees. Inflexibilities in deployment of the workforce, supported by rigidity in labor legislation, have all added to the woes and have now begun to affect employment generation as well. All these changes are believed to have impacted employment and employee relations and therefore, resulted in catastrophic breakdowns in industrial relations across the country. Being held at a time when the business scenario is proving to be a challenge for both employees and employers as businesses come under increasing pressure to keep stakeholders satisfied. These changes have implications both for the organization and the employees. As a consequence the nature of relationship between the employees and the employer is impacted. Industrial disputes are a menace to industry and society. Managing an Airline is unique and challenging, the quality of services of Airline heavily depends on the quality of human resource it deploys. Airline companies must have potential human resource policies that help the organization to attain its goals, enable it to employ the skills and abilities of the workforce efficiently, assist to bring about employees job satisfaction and self-actualization and establishing and maintaining harmonious Employer-Employee Relations. In this case...
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...of the role of labor unions and collective bargaining in other countries. Explanation of Collective Bargaining In the United States the idea of collective bargaining has changed as labor relations between employees and employers have evolved and improved. In the past the idea of collective bargaining was not widely understood and there were opposing opinions on how to define collective bargaining. Chamberlain (1944) identifies two of these definitions: 1) “the process of arriving at an agreement as to terms and conditions of employment between a single workman and his employer, where the workman is represented by a labor union of which he is a member.” 2) “the arbitral decisions in which no negotiation may be involved”. In the first definition opponents may argue that the process was not collective. However, if the second definition is applied it could be argued that no bargaining occurs. Today, the definition has evolved to a more widely accepted definition as defined by Ball, Geringer, Mcnett, and Minor (2013) as “the process in which a union represents the interests of workers bargaining in negotiations with management” (p. 430). The remaining sections of this paper will explore if and how collective bargaining exists in India. Major Article Summary In the late 1990’s India experienced a change in its economic policy referred to as liberalization. This...
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...of 50 marks, 38 marks shall be devoted to semester paper and 12 marks shall be fixed for class/home assignments. 2. The format of the theory paper shall be the same as it is being following by the university. 3. Evaluation procedure shall be as per university norms. FIRST SEMESTER Paper S1: 01 History and Philosophy of Social Work (50) Unit – I Meaning, objectives and scope of social work; Role and functions of social work – Welfare versus development orientation; Values, Principles and philosophy of social work; Profession- meaning and elements, professional code of ethics, Professionalization of social work, interface between voluntary and professional social work; Emerging ideologies of professional social work in India, historical development of social work education in...
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...Aamna Mallick ERP: 09189 International Relations -Position Paper Pakistan India relations - positive Pakistan and India are the two inextricably linked neighbors that are engaged in a stagnated relationship since the last 68 years. The hostile attitude of the two religious entities living in the united South Asia left a grave impression on each other’s minds. The events of the past have shaped the sentiments of today. The narrative of the general public stands that India is our enemy. A survey by Pew Research Center (based in Washington) reveals rising concern among Pakistanis about a threat to their country from India. We see contempt and hatred for the Indians in the general masses. Pakistanis believe that Pakistan and India can in no way...
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...‘The employment relations system in India is undermined by the large proportion of workers employed in the unofficial economy’. Discuss. BACKGROUND Capital: New Delhi Population: 1.3 milliard Currency: Indian Rupee GDP Value: 3.33% of the world economy Political system: Federal parliamentary democratic republic – President (head of state), prime minister (head of government) Became independent in 1947 * Major economic reforms in the 1990s paved the way for high economic growth in India and involved the considerable liberalisation of the expansive labour laws. * There is a large rural sector and a large ‘informal’ sector in which unions and collective bargaining are rare. Trade union membership overall is low but membership and collective bargaining coverage is higher in the public sector and large enterprises. There are weak laws regarding trade union recognition and representation and poor enforcement of labour laws and collective agreement provisions. Current concerns include lack of protection for workers who have been made worse-off by the market-based labour reforms, poor growth prospects in key parts of the labour market, high rates of contract and casual workers, increasing downsizing and a low-value added IT sector. The Indian industrial relations system is rooted in British common law * The unionisation rate is low at 5% of the total workforce due in part to large rural and informal sectors, which are not unionised. Most union are concentrated...
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...Industrial Relations paradigm in India had dramatically changed following the adaptation of free market policy in the early nineties. With the dawn of liberalization, privatization and globalization (LPG), the country is, by and large, able to preserve a sound and positive industrial relations climate. This is apparent from the statistical figures of Union Government’s Labour Bureau, which exhibits drastic decline of industrial disputes from 1,825 in 1990 to 421 in 20081 , and India being the third most preferred global investment destination. Foreign direct investment inflows to India went up to $32 billion in 2011, which was a 33 percent increase over the previous year.2 ‘Liberalization’ and ‘Globalization’ introduced change of business environment, and increased competition among industries for survival. Potential market capacity and availability of workforce lured many MNC’s, representing the best brands of the world, to set up their offices in India, giving a tough competition to their counterparts. To compete in this customer driven market economy, industries requires flexibility in managing manpower to address occasional upsurge or slowdown in demand. But the archaic and rigid Indian labour laws, which were enacted 8 – 4 decades back, restricting right-sizing of manpower, are creating hurdles in smooth functioning of industries. These factors are tending industries to hire more and more numbers of contract labours to have greater...
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...extent depends on their ability to trade relatively freely with the rest of world. The rapid export growth not only contributes directly to economic growth but it permits more imports and rapid modernization of production. It is necessary to understand Indian Fertilizers Industry position in world trade and their promotional strategy for integrating India with the world trade. In terms of Indian Fertilizer Industry, Composition of Foreign Trade, Direction of Exports and Imports and Major Problems of Indian Fertilizer Export Sector will be analyzed. Overall the industry specific export-import scenario, avenues and prospects, India’s competitive advantages and disadvantages and suitable export strategies to boost the exports of carpet related products will be discussed. Though economic relations between India and Korea have been strengthening, the current size of trade and investment between the two countries is relatively low compared to the size and structural complementarities of the two economies. In this context, the present paper analyses trade and investment relations and explores future areas of potential co-operation between India and Korea. We find that the increase in merchandise trade between the two countries has been mainly because of the changing demand structure and comparative advantages of both the economies in complementary sectors in recent years. The Revealed Comparative Advantage (RCA) analysis, at both the aggregated and disaggregated levels, shows that while...
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...Asian Academy of Management Journal, Vol. 14, No. 1, 37–57, January 2009 THE CHANGING ROLES OF TRADE UNIONS IN INDIA: A CASE STUDY OF NATIONAL THERMAL POWER CORPORATION (NTPC), UNCHAHAR Piyali Ghosh1*, Shefali Nandan1 and Ashish Gupta2 1 School of Management Studies, Motilal Nehru National Institute of Technology (Deemed University), Allahabad, India 2 Probationary Officer, State Bank of India, Kanpur, India *e-mail: piyali2602@gmail.com ABSTRACT Trade unions are a major component of the system of modern industrial relations in any nation, each having, in their constitution, their own set of objectives or goals to achieve. Change in the political, social and educational environment has seen them rechristened as a forum that protects and furthers workers' interests and improves the quality of life of workers, enlarging their traditional roles of establishing terms and conditions of employment. This paper focuses on plant level trade unions, particularly those of the National Thermal Power Corporation (NTPC) Unchahar plant, one of the largest and best Public Sector Undertakings of India. This exploratory study of the different trade unions operational at the Unchahar plant will also highlight their ideologies, objectives and structures. We aim to capture the changing paradigms in the roles of plant-level unions: from maintaining good industrial relations, once considered their primary role, they now work actively to improve the quality of life of workers, a role earlier...
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...INDUSTRIAL RELATION Directorate of Distance Education MBA Paper 4.33 ALAGAPPA UNIVERSITY KARAIKUDI – 630 003 Tamilnadu Dear Learner, Greeting from Alagappa University We extend a very warm welcome to you as a Student of Distance Education of Alagappa University. We appreciate your interest in enrolling for MBA Programme. The Programme content is designed to broaden the business acumen, administrative capacity and sharpen the analytical skill of the student. You are instructed to go through the course materials carefully and thoroughly to have better understanding of the subject. You are advised to attend the Personal Contact Programmes to have better clarity on the subject. At the end of the each unit, the review questions are given to enable you to prepare for Examinations. The Model Question Paper is given at the end of the course material for reference and practice. We wish you all the best in your endeavour for successful completion of the programme. Director Directorate of Distance Education Alagappa University Karaikudi, Tamilnadu. MBA PAPER 4.33 INDUSTRIAL RELATIONS SYLLABUS UNIT 1 Industrial Relations: Concept – Definition – Significance – Objectives – Scope – Approaches – Principles of good industrial relations – Role of State, Employers and the Unions in industrial relation. UNIT 2 Trade Unionism and Industrial Relations: Labour movement – Concepts – Trade union movement – Development of trade unionism in Indian...
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............................................................... 4 4. PRESENT SCENARIO OF LABOUR AND MNCs IN INDIA ........................................................... 8 5. PERCEPTION OF LABOUR ABOUT MNCs ................................................................................ 10 6. RECOMMENDATIONS .............................................................................................................. 11 7. INTERVIEW WITH INDUSTRY EXPERTS ................................................................................... 13 8. BIBLOGRAPHY.......................................................................................................................... 15 MDI-PGPM-HRM-Term-II Page 1 Multinationals and their impact on Labour Scene BACKGROUND India was predominantly an agricultural economy till Independence in 1947. Even after Independence, the First Five-Year Plan (1951 —56) laid emphasis on agriculture. With the Second FiveYear Plan (1956 — 61) there was a shift towards heavy industrialization. The share of agriculture in gross domestic product (GDP) declined from about 56 per cent in 1950 — 51 to less than 30 per cent in 1990 — 99 while the share of industry rose from 15.6 per cent to 24.7 per cent and of the services sector, from 29 per cent to 45 per cent during the corresponding period. The industrialization strategies and industrial policies followed in...
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...LABOUR LAWS IN INDIA Index Particulars 1. Introduction a) History of Labour law 3 5 6 6 8 9 27 Page No. b) Evolution of Labour law in India c) Purpose of Labour Legislations d) Constitutional provisions with regard to labour laws e) 2. 3. 4. Labour Policy of India List of Labour laws in India Classification of labour laws in India Overview of important labour laws in India a) Apprentices Act, 1961 29 36 51 of 55 b) Employees State Insurance Act, 1948 c) Employees Provident Fund And Misc. Provisions Act, 1952 Employment Exchanges (Compulsory Notification d) The Vacancies) Act, 1959 e) f) g) Factories Act, 1948 Industrial Disputes Act, 1947 Labour Laws (Exemption From Furnishing Returns & Maintaining Registers By Certain Establishments) Act, 1988 h) Payment of Bonus Act, 1965 i) j) Payment of Gratuity Act, 1972 Workmen’s Compensation Act, 1923 83 87 91 58 74 80 1 k) l) The Trade Unions Act, 1926 Shops and Establishment Act, 1954 97 101 104 118 129 132 135 144 147 151 157 172 177 179 180 186 190 m) Laws related to wages n) Laws related to child labour o) Law related to contract labour p) Maternity Benefit Act, 1961 5. 6. 7. 8. 9. Checklist of labour law compliance Unfair labour practice Labour laws in the unorganized sector Women labour and the Law Industrial relations 10. Special points to be noted while drafting Employment Agreement 11. Important case laws under various labour legislations 12. Important organizations 13. Authorities under...
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...Multinationals and Their Impact on Labour Scene in India Multinationals and their impact on Labour Scene 28 October, 2012 Multinationals and their impact on Labour Scene Table of Contents 1. BACKGROUND ........................................................................................................................... 2 2. PRE AND POST LIBERALIZATION ............................................................................................... 3 3. INDIAN LABOUR LAWS ............................................................................................................. 4 4. PRESENT SCENARIO OF LABOUR AND MNCs IN INDIA ........................................................... 8 5. PERCEPTION OF LABOUR ABOUT MNCs ................................................................................ 10 6. RECOMMENDATIONS .............................................................................................................. 11 7. INTERVIEW WITH INDUSTRY EXPERTS ................................................................................... 13 8. BIBLOGRAPHY.......................................................................................................................... 15 MDI-PGPM-HRM-Term-II Page 1 Multinationals and their impact on Labour Scene BACKGROUND India was predominantly an agricultural economy till Independence in 1947. Even after Independence, the First Five-Year Plan (1951 —56) laid emphasis on agriculture. With the Second FiveYear...
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