Do the organisations difine the long term IR strategy and how ? If so what factors taken in to consideration while doing ?
From India, Kakinada
590From India, Kakinada
Dear Mr.Kumar,
Really, this is an evaluative question the answer for which is inevitably long because of the multiplicity of definitions, comparisons and the transitory nature of the concept of IR in tune with the changing business models and strategies across the globe. So let me confine my attempt to present my response very brief so that experts can elaborate upon.
The concept of " Industrial Relations" generally defined as Employee Relations could be defined as Employment Relations because of the increasing interventional role played by the Governments after the extinction of Laissez - faire and the advent of Globalisation. To arrive at a precise definition of the IR Strategy,it can be stated as" a set of phenomena operating both within and outside the work place concerned with determining and regulating the employment relations."
Irrespective of the duration of term, what an organisation requires is an ideal IR strategy featured by flexibility and transparency. For this, the following are the important factors: (1) unions (2) communication (3) company or organisational culture and (4) wages which could be precisely called as internal factors and (5) policies of government and (6) social values which could be the external factors.
From India, Salem
Really, this is an evaluative question the answer for which is inevitably long because of the multiplicity of definitions, comparisons and the transitory nature of the concept of IR in tune with the changing business models and strategies across the globe. So let me confine my attempt to present my response very brief so that experts can elaborate upon.
The concept of " Industrial Relations" generally defined as Employee Relations could be defined as Employment Relations because of the increasing interventional role played by the Governments after the extinction of Laissez - faire and the advent of Globalisation. To arrive at a precise definition of the IR Strategy,it can be stated as" a set of phenomena operating both within and outside the work place concerned with determining and regulating the employment relations."
Irrespective of the duration of term, what an organisation requires is an ideal IR strategy featured by flexibility and transparency. For this, the following are the important factors: (1) unions (2) communication (3) company or organisational culture and (4) wages which could be precisely called as internal factors and (5) policies of government and (6) social values which could be the external factors.
From India, Salem
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
THE KERALA RECOGNITION OF TRADE UNION ACT, 2010.pdf
Amendment to Payment of Bonus Act 2015.jpg