• Employer-Employees Relations also called Industrial Relations with a view to differentiate between employer-employee relations within the Group and these relations when they take the shape of relations between two Groups – Management and Employees.
• As we discuss relations which the employees have as a Group, we call these relations as INDUSTRIAL RELATIONS.
• These relations have been viewed differently by different authors.
• Lets have look at some of these
First: Industrial Relations is a Rule Making Process.
Second: Industrial Relations is the Process of Interaction among Institutions of
Job Regulation.
Third: Industrial Relations is a Process of struggle for Control over Work Structures
and Work Processes.
• INDUSTRIAL RELATIONS (EMPLOYER-EMPLOYEES) MAY BE VIEWED AS THE DYNAMICS OF CONTRADICTION BETWEEN EMPLOYERS AND EMPLOYEES AND THE STRUGGLE FOR CONTROL OVER WORK STRUCTURES, PROCESSES AND RELATIONS IN WHICH REGULATIONS AND INSTITUTIONS ARE SIGNIFICANT ELEMENTS.
From India, Delhi
1• As we discuss relations which the employees have as a Group, we call these relations as INDUSTRIAL RELATIONS.
• These relations have been viewed differently by different authors.
• Lets have look at some of these
First: Industrial Relations is a Rule Making Process.
Second: Industrial Relations is the Process of Interaction among Institutions of
Job Regulation.
Third: Industrial Relations is a Process of struggle for Control over Work Structures
and Work Processes.
• INDUSTRIAL RELATIONS (EMPLOYER-EMPLOYEES) MAY BE VIEWED AS THE DYNAMICS OF CONTRADICTION BETWEEN EMPLOYERS AND EMPLOYEES AND THE STRUGGLE FOR CONTROL OVER WORK STRUCTURES, PROCESSES AND RELATIONS IN WHICH REGULATIONS AND INSTITUTIONS ARE SIGNIFICANT ELEMENTS.
From India, Delhi
Hi
I thought Employee Relation is different and Industriual Relation is different.
Employee Relations focus on individual employees and emphasis is on disciplining them through counselling, punitive action and training
Industrail realation aims at collective bargaining and disciplining through negotiations. Union gets the focus.
Siva
From India, Chennai
I thought Employee Relation is different and Industriual Relation is different.
Employee Relations focus on individual employees and emphasis is on disciplining them through counselling, punitive action and training
Industrail realation aims at collective bargaining and disciplining through negotiations. Union gets the focus.
Siva
From India, Chennai
Agreed with the comments of SIVA. However, I also appreciate the efforts made by the sender as after this the criticism has taken place. (G K Sharma )
I also do agree with Siva. But i also would like to know the difference between human resource management and human potential management. It all sounds the same to me but my teacher said that they do differentiate. Still couldnt figure it out whats the difference?
From India, Delhi
From India, Delhi
hi i have to make thesis on Industrial relation
my topic is --> industrial relation - past , present and future.
i want 2 case law or case study so please help me
send me anything related to industrial relation .
From India, Mumbai
my topic is --> industrial relation - past , present and future.
i want 2 case law or case study so please help me
send me anything related to industrial relation .
From India, Mumbai
Industrial Relations are the bonds found between the one person to another person in the Industry.that another can be-
*at the same level (peer group)
*lower to higher level (with superiors)
*higher to lower level (with subordinates)
*one department with another department
*top management with floor level management
*One team with another team
on the behalf of this,we can conclude.any relation of anyone with anyone in any organization can be Industrial relation.
From India, Gurgaon
*at the same level (peer group)
*lower to higher level (with superiors)
*higher to lower level (with subordinates)
*one department with another department
*top management with floor level management
*One team with another team
on the behalf of this,we can conclude.any relation of anyone with anyone in any organization can be Industrial relation.
From India, Gurgaon
thnks sakhshi for your reply . please let me know any information how to implement perfomance appariassal. in organization. we are about implement in our company.
From India, Mumbai
From India, Mumbai
for performance appraisal i'll suggest you to do a 360* appraisal.
should be start from self.what opinion an employee having about his/herself,then with superiors,with subordinates,with vendors,with channel partners,means the appraisal should be from all those person who comes in his/her interaction in the organization from job profile point of view.then you will be able to know where the person is lacking.and what you can do to match the expected performance with the actual performance.
From India, Gurgaon
should be start from self.what opinion an employee having about his/herself,then with superiors,with subordinates,with vendors,with channel partners,means the appraisal should be from all those person who comes in his/her interaction in the organization from job profile point of view.then you will be able to know where the person is lacking.and what you can do to match the expected performance with the actual performance.
From India, Gurgaon
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.
Changing Face of Industrial Relation Scenario in India.pdf
MEANING AND DEFINITION OF INDUSTRIAL RELATION.docx