The Mgmt.

basic objective in
HRM is to ensure the most
effective functioning of org.
Mgmt.
Objective
IR is the mgmt. of the dynamic
and complex relationship
relationship between
employers and employees











HRM
Employees HR
HR also looks after
IR.


HRM
Support emp. rights
Help them in
negotiating through
collective bargaining











CHANGING MANAGERIAL ROLES
Forces FOR Forces AGAINST
Declining Economic Performance Vested interests to individual action
Poor prdtvty. Passion for status-quo
Falling std. of living Institutional inertia
Competition Resistance to change
High expectations from people Fear of loss of control
Need for high performance system
The transition from Old Beliefs to New Values























Is a strategic management
function
Takes the individual
employees while formulating
and implementing its
objectives and strategies
Growth ensured through apt.
collaboration and
amalgamation of various
personnel around
organizational goals
Human beings are the
resources that control the
financial, material, and other
resources in an organization
thereby making HRM an
important functional area

HRM

Helps to

The HRM approach is helping
in improving Industrial
Relation
The HR Managers are
creating a motivating climate
so that employees commit
themselves to work
The HR managers can
contribute to QUALITY OF
WORK LIFE which includes
fair remuneration ,
safe and healthy
environment,
opportunities for growth
IR & HRM






















OBJECTIVES
To establish harmonious relations between operatives & management.

To avoid industrial conflicts.

To raise productivity in the organization

To avoid governments interference in the working of the relationship
between employees & employer.

To curb employee turnover & absenteeism












































FACTORS INFLUENCING HR
Available and Required Manpower

Nature and Type of Human Resources

Vocational and Professional Standards of manpower

Value system of the individual and their attitude

Level of knowledge and skills

Creativity and Innovation within employees



























INTEGRATING IR AND HRM
The methodology used in HRD approach to
Industrial Relations include diagnosis of the
problem and design of new processes to bring
about necessary changes.
Trade Unions should be regarded as partners in
the organizations success and must be
regarded as critical players.
The Unions should assume responsibility for
quality improvement and participation of
workers in important decisions.


HR AND IR COORDINATED ACTIVITIES






















CAUSES OF INDUSTRIAL DISPUTES
ECONOMIC FACTORS:
Wages
Incentives
Benefits
Working conditions
MANAGEMENT
PRACTICES:
Unfair Labor Practices
Ineffective Supervision
Violation of Acceptable
Norms
TRADE UNION PRACTICES:
Union Rivalry
Non-cooperative approach

LEGAL & POLITICAL
FACTORS:
Multiplicity of Labour Law
Political Interference























Improving
IR
Through
HR
PARTICIPATIVE
DECISION MAKING
COMMUNICATION
PROGRAMMES
TRAINING
EMPLOYMENT COST
REDUCTION
WORKER
PERFORMANCE
COUNSELLING IN
PROBLEM CASES






















The scenario of industrial relation is perceived differently by different
people. For some IR is
Class conflict
Mutual co-operation
Competing interests of various groups.

APPROACHES TO INDUSTRIAL RELATION
Focuses on common
interest and promotion
of harmony
Focuses on coalitions
of competing
interests
Focuses on type of
society