INDUSTRIAL RELATIONS
Traditionally, IR is a pluralistic in outlook and covers not only the relations between employer and employee but also the relations between employer and unions and between them and the state. However, in the last two decades IR as become more specific to the study and practice of Trade unionism, Collective bargaining, Labour Management relations. Human Resource Development is seen as a separate, largely distinct field that deals with non-union employment relationships and the personal practices and policies of employers. Organizations especially those who are in manufacturing have to ensure that both IR and HR are treated as critical and over lapping component of their Human Resource Strategy
Has IR was merely seen as adherence to labour laws and helping organisations stay compliant? The evolution of large and medium industries, employing thousands of employees in multi-product, multi-plant, multinational settings, unions continue to play vital role in matt…
Traditionally, IR is a pluralistic in outlook and covers not only the relations between employer and employee but also the relations between employer and unions and between them and the state. However, in the last two decades IR as become more specific to the study and practice of Trade unionism, Collective bargaining, Labour Management relations. Human Resource Development is seen as a separate, largely distinct field that deals with non-union employment relationships and the personal practices and policies of employers. Organizations especially those who are in manufacturing have to ensure that both IR and HR are treated as critical and over lapping component of their Human Resource Strategy
Has IR was merely seen as adherence to labour laws and helping organisations stay compliant? The evolution of large and medium industries, employing thousands of employees in multi-product, multi-plant, multinational settings, unions continue to play vital role in matt…