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INDUSTRIAL RELATIONS IN PUBLIC ENTERPRISE & M.N.

Presented by- ASHU VASHISHTH Pre-P.hd- 1st sem.

TABLE OF CONTENTS
Topic Introduction to I.R Actors in I.R Objectives of I.R I.R in Multinational companies Possible reasons for strike Where lies the problem.? Where the solution lies.? I.R in public enterprises Strikes in public sector Slide. NO. 1 2 3 4 5 6 7 8 11

Reasons
suggestions References.

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INDUSTRIAL RELATIONS

IR is concerned with RELATIONSHIPS arising at & out of workplace, includes the PROCESSES through which these relationships are expressed, and MANAGEMENT OF CONFLICT between employers, workers & trade unions, when it arises. These relationships & processes are influenced by GOVERNMENT & ITS AGENCIES through Policies, regulations, programmes according to political, social, technical, cultural & economics characteristics of each country.

ACTORS IN I.R. PROCESS

OBJECTIVES OF INDUSTRIAL RELATION


To safeguard the interest of labor and management To avoid industrial conflict or strike and develop harmonious relations To raise productivity to a higher level To establish and nurse the growth of an Industrial Democracy based on labor partnership in the sharing of profits and of managerial decisions, To eliminate strikes, lockouts and gheraos by providing reasonable wages, improved living and working conditions, said fringe benefits. To establish government control of such plants and units as are running at a loss or in which productions has to be regulated in the public interest. Improvements in the economic conditions of workers in the existing state of industrial managements and political government.

LABOR FORCE

Labor force in India is the second largest in the world after China. Majority of the Indian labor force is in the unorganized sector. Less than 10% works in the organized sector that comprises of government and other public and private registered companies.
Labor disputes loss of man hours affects productivity adversely

The legendary strikes in Indian history are that of Railway workers in 1974(largest known strike) and the Great Bombay Textile Strike.

POSSIBLE REASONS FOR STRIKES

Some of the unrest is related to the recession of 2007-08, but many of them are in fact related to the issue of union recognition or managerial aversion toward unions. . The overall policy of the companies seems to be the strategy of creating a reserve army of cheap labor in the area, available whenever required and vulnerable to retrenchment at unions will. Labor flexibility is major requirement due to global competition, and manpower utilization techniques consistent with high tech productivity and production, and has led to increasing use of nonregular workers. problems relate to managerial styles summary suspensions and dismissals, pay cuts, intolerance for any interference in their own production plans, Management has also amply demonstrated insensitivity to workers sentiments and perceptions

WHERE LIES THE PROBLEM?


Impetus required to review Indias labor policies.

Indias labor policies were better suited for a time when the producer had a stable market for his output, and the fledgling workforce then needed some state support to enter an equitable contract to employment.
Today, the producer has to contend with an extremely uncertain business environment; but the legal framework for the conditions of employment remains the same thereby discouraging hiring permanent workforce.

WHERE THE SOLUTION LIES..!!!

It is time for India to urgently undertake labor reforms without which it cannot hope to increase the share of manufacturing in its GDP.
End the system of hiring through contractors and paying discriminatory wages between workers performing similar work in the same organization. Manufacturing firms should be made to keep all workers- others than those performing activities not core to the business- on their regular rolls
During employment, there could also be compulsory payments made to an unemployment fund of every worker- a la payroll tax withheld from wagesthat will serve as insurance in the event of losing his or her job.

flexibility to lay-off in a humane and transparent manner with reasonable advance notice.

I.R IN MULTINATIONAL COMPANIES IN INDIA

Multinational companies (MNCs), at the forefront of globalization, have grown to almost more than 80,000 worldwide employing 55 million people. The last few years have seen a sharp surge in worker protests in multinational companies across India. In Tamil Nadu, workers at Hyundai, MRF, and Nokia went on protest strikes In the private owned sector, pilots of Indias biggest airlines like Jet Airways went on strike on separate occasions during 2009. Gurgaon and Manesar near Delhi, the home of automobile industry, have seen large scale unrest not only in the large multinationals but in many of the subsidiaries. Recently, strike commenced at CD-maker Moser Baers Noida unit where, workers are demanding a revision in wages and bonuses.

I.R RELATIONS IN PUBLIC ENTERPRISE

Public enterprise means an activity of a business character owned and managed by the Government; Central, State or local, providing goods and services for a price. The main aim of the public sector was not profit, but public service.

PSES(PUBLIC SECTOR ENTERPRISES

List of top 9 PSEs(Public Sector Enterprises) having the highest profits........

LIST OF NAVRATNA PSEs 1. 2. 3. 4. 5. 6. 7. 8. 9. Bharat Heavy Electricals Ltd. Bharat Petroleum Corporation Ltd. Gas Authority of India Ltd. Hindustan Petroleum Corporation Ltd. Indian Oil Corporation Ltd. Mahanagar Telephone Nigam Ltd. National Thermal Power Corporation Ltd. Oil & Natural Gas Corporation Ltd. Steel Authority of India Ltd.

THE ROLE OF GOVERNMENT


Government became an active intervener with passage of number of new laws, beginning with the Industrial Dispute Act of 1947. The Governments industrial relations policy is part of its broader labor policy, which has been stated by the National Commission on Labor in terms of its main postulates. The main tenets of the policy are: Primacy to the maintenance of industrial peace ; Encouragement of mutual settlement, collective bargaining and voluntary arbitration; Recognition of the workers right to peaceful direct action, i.e. strike; and Tripartite consultation.

STRIKES IN PUBLIC SECTOR

On 10,feb 2014, Bank employees under the banner of United Forum of


Bank Unions (UFBU) will observe two-day strike to press for their demands regarding wage revision and other related issues.

On December 18 2013 as trade unions of Public sector banks have decided to go on day-long strike to press for wage revision and other demands.

Earlier Employees of public sector banks have gone on twoday nationwide strike on Wednesday, August 22, 2012, opposing banking sector reforms and outsourcing of non-core activities.

Source: http://indiatoday.intoday.in/gallery/public-sector-banks-go-on-two-day-

REASONS FOR POOR INDUSTRIAL RELATION.


Researchers have found out that the following are the reasons for poor industrial relation.

the major reason for the industrial unrest is the delay in dispute settlement and the policies of government and the respective enterprises unhealthy working conditions. indiscipline; lack of human relations skill on the part of supervisors and other managers; desire on the part of the workers for higher bonus or D.A. and the corresponding desire of the employers to give as little as possible; inappropriate introduction of automation without providing the right climate and training.

The Government should not take the recognition back at the time of strike and should come forward for the discussion of the demand. An effective two way channel of communication should be there. Though, there is proper down-ward communication in the Public Sector, there is greater need to improve upward communication. By delegating authorities to workers and by workers participation in the management Proper social security schemes should be implemented. To solve the problem of multiplicity of trade unions which exist in many public sector, the management should recognize a majority union as a bargaining agent in the public sector. It must be decided by a proper procedure and with the assistance of labor commissioner. Mostly disputes arise in the public sector due to wages. This economic cause of dispute can be removed, to a large extent, by enforcing minimum wages .

SUGGESTIONS TO IMPROVE THE INDUSTRIAL RELATIONS BETWEEN THE MANAGEMENT AND THE LABOR AND TO AVOID STRIKES IN THE PUBLIC SECTOR.

REFERENCES

Nitesh.R.De, an action plan for effective industrial relations in public sector, indian journal of industrial relatons,vol-8, no.3(1972). Dr.Jitendra kumar sharma, INDUSTRIAL RELATIONS IN PUBLIC SECTOR AND THEIR DETERMINANT , global management conference bali, indonesia, april-may 2010. Yogesh kumar & a.K.Mishra, MEASURING HUMAN RESOURCE FUNCTIONS : A COMPARISON Of public sector and private sector organisations , SMS Varansi, vol.vii, june 2011. Arun Monappa, Industrial relations Tata McGrawhill publications, 1985 REPORT OF THE COMMITTEE ON HR ISSUES OF PUBLIC SECTOR BANKS, June, 2010 Http://indiatoday.Intoday.In/gallery/public-sector-banks-go-on-two-daystrike/1/7634.Html