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INDUSTRIAL RELAIONS AND LABOURWELFARE ( IRLW)

INTRODUCTION


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HOW THE CONCEPTS OF HR EMERGED?


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Functions of HR

Manpower Planning

Employee Selection

Employee Motivation

Employee Evaluation

Industrial Relations

Employee Welfare

Employee education, training and development


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UNIT I

INDUSTRIAL RELATIONS


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INDUSTRIAL RELATIONS

Definition:Process by which people and their organisation interact at the placeof work to establish the terms and conditions of employment.

Commonly denotedEmployee Employer relationship

Basic Characters in IR:

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Employee Management Government


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OTHER DEFINITIONS:

Dale Yodler The term Industrial relations hasbeen described as relationship betweenmanagement and employees or among employerand their organization that characterize or growout of employement

Labour dictionary: Industrial relation refer to the

relation between employees and employer inIndustry


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National commission on Labour India: Industrialrelation affect not merely interests of the two participants-Labour and Management, but also the economy and goalsto which the state addresses. To regulate these relationsthrough socially described channels is a function whichthe state is in the est position to perform

The international Labour organization: The termindustrial relation denotes such matters as freedom ofassociation and the right to organize the application of the

principle of the right to organize and right of collectivebargaining, of conciliation and arbitration proceedings andthe machinery for cooperation between the authoritiesand the occupational organization at various levels of theeconomy.


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IR Concept

IR Condition andconductive

IR Characterized Laws &Legislation

BirthOf IR

Environmentalissues

Existence of 2parties

Labour &Management

Conflict & Cooperation

Attitude , relationship,

practice & procedure

To resolve or minimizeconflict

Technology of workplace

Socioeconomic political

environment

Labour policy

Attitude of trade unions

Impact of Global Market

Demand supply economy

Practice and procedure to elicitdesired cooperation

Awards of court

Policy byGovernment

Interferencepatterns ofexecutives &judiciary in the

regulation


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HUMAN RESOURCES MANAGEMENT INDUSTRIAL RELATIONS

1. There are only two important parties

viz employee and employer

These are four important parties viz

employer, employees, Trade unions and

government2. Formulation of objectives policies,

procedures and programs of human

resources and implement them

The implementation of HRM policies

result in IR

3. Reformulates and objectives,

policies etc based on industrial conflicts

which are the outcomes of unsound

industrial relations.

The sound IR contributes to

organization goals. The sound IR results

in industrial conflicts demanding for

change and reformulating of HRM

objectives and goals

4. Individual employees contact withthe immediate superior

Employees contact even the topmanagement as a group

5.Grievence and disciplinary procedures

are resorted to solve the employees

employer conflict

Collective bargaining and forms of

industrial conflicts are resorted to solve

the problem


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NATURE OF IR

IR arise out ofemployeremployee relations

IR is a web of rules: formed by the interaction of Govt, industry & labor IR is multi dimensional: influenced by complex set of institutional.

economic & technological factors

IR is dynamic and changing: keep pace with employee expectations,trade unions, employer associations and other economic and social

institutions of society IR is characterized by forces of conflict and compromise. Individual

differences and disagreements resolved through constructive means.

Govt influences and shapes IR: with its laws, rules, agreements throughexecutive and judicial machinery

Scope of IR is very wide as it covers grievances, disciplinary measuresethics, standing orders, collective bargaining, participatory schemes anddispute settlement mechanism etc

Interactive and consultative in nature: in resolving conflict,controversiesand disputes between labor and management.


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To enhance economic status of worker

To avoid industrial conflicts and their consequences

To extend and maintain industrial democracy

To provide an opportunity to the worker to have a say in the

management decision making To regulate production by minimizing conflicts

To provide forum to the workers to solve their problems throughmutual negotiations and consultations with management

To encourage and develop trade union in order to develop workers

collective strength

OBJECTIVES OF IR


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Perspectives / Approaches to I.R.

Approaches are:1. Psychological Approach to I.R.

2. Sociological approach to I.R.

3. Human relations approach

4. Socio ethical approach to I.R

5. Gandhian approach to I.R.

6. System approach of I.R


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1. IR in Organized sector impacts unorganized sector2. Conductive environment for new programs

3. High employee morale

4. Reduces industrial disputes5. Reduce wastages

6. Unions-Important force in our educational system

7. Varying patterns of industrial relation8. Status difference in the workers of public and private

sector

Importance / Impact of I.R.


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Functions Of IR:

1. Establishing communication between the workers and themanagement in order to bridge the gulf between the two

2. Establishing a rapport between the managers and themanaged

3. Ensuring Creative contribution of trade unions to avoidindustrial conflicts, safe guard the interest of workers on theone hand and the management on the other hand and avoidunhealthy and unethical atmosphere in an industry

4. Laying down rules and regulations to promote understandingcreativity and cooperation to raise individual productivitywhich helps in ensuring better workers participation


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This assignment of people not onlyinfluences labour relations but also the social,economical, political, & moral links of whole community.

It includes:i) Labour relationsii) Employers-Employee relationsiii) Group relations

iv) Community or public relations

Scope of I.R.


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The main aspects of I.R.

1) Promotion & Development of healthy labour &

Management.

Responsible trade union, job security effectiveworkers participation in management, collectivebargaining, welfare work, etc.

2) Maintenance of industrial peace

Prevention & settlement of industrial disputes

3) Development of industrial democracy

establishment of shop councils &joint managementcouncils , recognition of human rights, proper workenvironment.


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Features of Good IR:

1. The management should have harmony as a goal

2. The management should not only be fair but alsoappear to be fair3. The management should formulate norms and follow

them with exemplary standards & transparency4. Policies and procedures should be applied properly

5. Bargaining should be done in good faith6. It is highly important to maintain direct two way

communication between the management and theemployee so that no misconception could develop

7. The management should ensure transparency in itsdealings

8. Management should accept full responsibility andaccountability in developing good IR


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Webb: TU is a continuous association of wage earners for the

purpose of maintaining or improving the conditions of theirworking lives.

Indian Trade Union Act:

A trade union is any combination, whether temporary orpermanent, formed primarily for the purpose of regulating therelations between workmen and employers, or betweenworkmen and workmen, between employers & employers or

for imposing restrictive conditions on the conduct of any tradeor business and includes any federation of two or more tradeUnions

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TRADE UNION


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Functions / Role of Trade Unions:-

As per the Indian Trade union act 1926 to protect and promote the interests of

the worker and the conditions of their employment

To achieve higher wages, better working and living conditions

Acquire control over running of the industry by workers

To minimize the helplessness of the individual workers and protecting against

victimisation.

To encourage worker participation in management

To generate self confidence

Encourage sincerity and discipline

Welfare measures to increase the morale of the worker


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Enlarge opportunities for promotion & training.

Broadening employees understanding to facilitate technology

advances

Provide educational, cultural & recreational facility.

To safeguard security of tenure and improve service

conditions.


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Why do workers join trade Unions:

To attain Economic security

To improve bargaining power

To ventilate workers grievances to management

To inform workers view, aims, ideas, dissatisfaction

To satisfy their social needs

To satisfy psychological need


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Growth Of Trade Union

Social welfare period from 1875 to 1918

Early trade union period from 1918 to 1924

Left wing Trade Union period from 1935 to 1938

Trade unions unity period from 1935 to 1938

Second world war period 1939 to 1945

Post Independence period from 1947 to till date


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Industrialisation Large scale productionSocial evilsexploitation, poorworking conditions,women & childlabour, etc.

Stay Away

Demanded legislation - Sorabjee shapurji (1875) & Lokhanday(1884)

Indian Factories Act passed 1881, then amended in 1891&1911 respectively

- Shorter hours of work- Conditions of work for women & children

1884 Workers meeting organised in Bombay to form Bombay factorycommission


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Mass meeting in Bombay on April 21 1890, 10000 workers attended and 17,000

workers signed a memorial and submitted to the government.

Demands of memorial a complete day of rest every Saturday- Half hour rest @ noon- working hours no longer than 6.30pm- Payment of wages not later than 15th of the month

- Payment to injured workers until they recovered togatherwith suitable compensation

1890 NM Lokhaday formed Bombay Millahands associationPublished Dinbhandhu a working class NewspaperOther Associations formed at that time

- The amalgamated society of railway servants of India& Burma-The Printers union , Calcutta-The Bombay Postal union-Kamgar hitwardha sabha-Social service league


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The objectives, of these associations were to promote welfare activities,spread literacy among the factory workers and redressed grievances throughconstitutional methods.

The association focused public attention to the necessity of improvingthe working conditions in the factories and laid foundations for theestablishment of trade unions

During this time, a number of employers organizations were alsoformed to safeguard their common interests which needed common

action in respect of wages and conditions of work.

They are ..Bombay and Bengal Chambers of Commerce;

The Bombay Mill Owners' Association;The Calcutta Traders Association; the British Indian Association.The Indian Jute Manufacturers AssociationThe Indian Chamber of Commerce


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1904 and 1911, there was a remarkable advance in the organisation of thelabour movement.

A.strike in Bombay mills, a series of strikes in railways (specially in the

Eastern Bengal Railways), in the railways workshop, and in the governmentpress in Calcutta occurred prominently.

The climax in the labour movement was reached with the 6-day politicalmass strike in Bombay in 1908 against the sentence of 6 years imprisonmentof Lokmanya Bal .Gangadhar Tilak for offence of sedition.

Analysis of Social welfare period: Absence of radicalismMotive force was sympathy rather than justiceLoose and unstable organisationNo roll, no funds, no rule

Movement only in educated classLeadership was intellectual, careerist, labour leaders

its a period of labour movement rather than trade union movement


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EARLY TRADE UNION PERIOD (1918-1924)

The leadership of the trade unions passed from the hands of the social workers

to the hands of the politicians

The industrial unrest that grew up as a result of grave economic difficultiescreated by war.

(i)The rising cost of living prompted the workers to demand reasonable wages forwhich purpose they united to take resort to collective action.

(ii)The Swaraj movement intensified the movement, widened the gulf betweenthe employers and the employees and brought about a mass awakening amongthe workers demanding racial equality with their British employers.

The new consciousness produced restlessness, discontent, a spirit of definanceas well as a new ideal and aspirations.


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(iii) The success of the Russian Revolution of 1917 created a revolutionarywave of I deas and a new self-respect and enlightenment, and added momentumto the feeling of class-consciousness among labourers.

(iv)The establishment of the I.L.O., in 1919, gave dignity to the working classand also an opportunity to send a delegation to the annual conference of thisbody. It was from this body that labour movement in various countries derivedtheir inspiration, help and guidance.

(v) Immediately after the war many Indian soldiers (who previously belonged to

the working class) in the British army were demobilized and forced into the labourmarket. These ex-soldiers who had seen workers and the working conditions inEurope .found that Western workers enjoyed better conditions of living because oftheir greater solidarity and of more opportunities available to them but Indianworkers were denied these opportunities. By 1920, a large class of genuineproletariat developed. Hence, these were new' opportunities for the creation of

trade unions.

(vi)The non co-operative movement of Gandhiji during 1920-21and hissupport to the demands of industrial labour also greatly influenced the workingclass movement.


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The Madras Textile Union was the first union to the modern sense which was formed in1918by B.P. Wadia. Three factors were responsible for its formation:

1. extremely short interval for mid-day meal,2. frequent assaults on workers by the European assistants,3.inadequate wages in the face of rapidly increasing prices.This union adopted collective bargaining and used trade unionismas a weapon for class-struggle.

Altogether, 17 new unions were formed between the end of 1917 and theend of 1919. In 1920, a Spinners' Union, as well as Weavers' Union,was formed at Ahmadabad at the initiative of Mahatma Gandhi


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On October 30, 1920, representatives of 64 trade unions with a

membership of 1,40,854,met in Bombay and established the

All-India Trade Union Congress (AITUC)

under-the chairmanship of Lala Lajpat Rai It had the support of such

national leaders like C.R. Das, Sardar Vallabhbhai Patel, Moti Lal Nehru, J,L.

Nehru, Subhash Chandra Bose, Gulzarilal Nanda and others from the IndianNational Congress.

Representation to ILO conference

Coordinating the functions of several individual unions existing in the

country.

Promoting the interests of lndian labour in economical, social and politicalmatters and mobilising the labour force in the service of the Swarajmovement.


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It is estimated that between 2.5 and 5.00 lakh workers were

organised into unions at this time. The trade unionism, after 1919,

spread to centers other than Chennai; Ahmadabad and Bombay.

The influence of nationalist politics on the labour movement had mixedresults. It added intensity, but it also tended to increase bitterness andintroduced in the minds of many employers a hostile bias against the

movement.


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LEFT-WING UNIONISM PERIOD (1924-1934)

In 1924, a violent and long-drawn-out strike by unions led to the arrest,

prosecution, conviction and imprisonment of many communist leaders.

The AITUC emerged as' the sole representative of the Indian working class.

By 1927 it united 57 unions with a membership of 150,555.

The growth of anti-imperalist national movement;

The brutal violence like Jallianwala Bagh massacre, Rowlatt Act, imprisonment ofnational leaders and Satyagrahis;

The phenomenal profits earned by the capitalists in the face of falling realwages during the post-war period.

Led to the further growth of TU


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1928 - All-India Workers' and Peasants' Party formed

Formation gave an impetus to the left influence in the working class movementand many trade unions opted for left wing leadership.

The communists regained their influence in the trade union field by organisingthe cotton mills workers of Bombay in the Girni Kamgar Union(Red flag) andthe workers of the G.I.P. Railway in GIP Railwaymen's Union. These two unions had54,000 and 45,000 members respectively.

The influence of the communists was so great that the government had to

stage in 1929 one of the longest and costliest trials of the world (namely,the Meerut Conspiracy Case) which lasted for4 years and involved atotal cost of Rs 20lakhs. In this strike as many as 31 ring leaders werearrested.


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Two distinct parties grew in the movement called by some as the -'Rightists'and'Leftists'and by others 'Geneva-Amsterdam group'and 'Muscovites'"

Leftists RightistsPreferred AITUC -Associate with the Leagueagainst Imperialism -thePan Pacific Trade UnionSecretariat, Moscow

Rightist preferred theInternational Federation ofTrade Unions (Amsterdam)

Argued that trade unionsare class organisations theultimate aim of which is tooverthrow capitalism and

establish a Socialist society

Opposed militant action,social strikes, anddemanded that trade unionsshould concern themselves

more with economic issuesrather than political action


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24 Unions came out of AITUC under the leadership of N.M. Joshi andformedAll India Trade Union Federation (AITUF)

In 1931, there was another rift in the AITUC at the Culcutta session dueto the fundamental differences between the communists and the left wingunionists. The Comunists led by B.T. Ranadive and 'S.V.Deshpande, formedthe Red Trade Union Congress (RTUC).

There were three unions, namely,

(i)the AITUC, led by the Royists and militant nationalists

(ii)the AITUF, led by Congress nationalists and moderates.

(iii)the RTUC, consisting of orthodox communists

'


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The division in the Indian labour movement was proving very costly for the

Indian working class.

In 1933, more than 50,000 workers in Bombay city were thrown out of employment.By 1934, almost every mill in Bombay brought down wages by a substantialreduction.

Under the circumstances unity in labour movement was essential

RTUC merged with AITUC and AITUC was recognised as the centralorganization

TRADE UNION'S UNITY PERIOD(1935-1938)

In Delhi in 1933 when National Federation of Labour (NFL) was formed tofacilitate the attempt towards unity.

The AITUF and the railway unions amalgamated themselves with the NFLunder the name of the National Trade Union Federation (NTUF).


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As a result of this alluring manifesto, the Congress Government assumedcharge in seven states and a big change occurred. There was a newupsurge of industrial unrest culminating in big strikes

The number of trade unions increased from 271 in 1936-37 to

562 in 1938-39,'and the membership rose from 2.61lakhs to 3.99 lakhs.

1940 when the NTUF dissolved itself and merged with the AITUC andthe AITUC again became the sole representative of the organisedlabour.

The unity was made on acceptance of the principles of class struggleand one union for each industry, the prohibition of affiliation with anyforeign organisation, the provision of choosing delegates every year forthe International Labour Conference on the basis of majority.

The Indian National Congress approached the working class with thepledge that it would endeavor, if they are supported in the Generalelection

SECOND WORLD WAR PERIOD (1939 1945)


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SECOND WORLD WAR PERIOD (1939-1945)

The Second World War, which broke out in September1939

The Second World War, which broke out in September 1939, created new

strains in the ,united trade union movement.

A large group of trade unionists led by the members of the Radical Democratic:-Party (such as M.N. Roy, J. Mehra,Miss Maniben Kara and V.B. Karnik) was of theopinion that the AITUC should, support and participate in the anti-fascist war

irrespective of the acts of omission and commission of the British' government.

An equally large number (supported by S.C Bose and others) wereopposed to that view on the ground that it was an imperialist war ofGreat Britain with which India had no concern. Hence, again a rift took place in

1941 and 'the Radicals left the AITUC with nearly 200 unions with amembership of 3,00,000 and formed a newcentral federation known as the Indian Federation of Labour


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In 1942, this Federation was recognised by the government as an organizationrepresenting Indian labour class. The IFL called:

(i) For mobilisation of Indian labour for conscious and purposeful participation in theindustrial programme geared to the needs of the war and

(ii) For securing for the workers bare minimum of wages and amenities which thewartime conditions demanded and without which maintenance of workers' moralewas an impossibility.

In this effort it was aided by the Government of India, by providing large funds at therate of Rs. 13,000 per month.

The IFL grew very rapidly and by 1944, it claimed 222 unions with amembership of 407,773 workers.


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German invasion of Russia Communist agreed to support the war.

Because of the policy change in high command of communist , It had its

impact in Indian communist also and hence the communists were releasedfrom jail.

Congress was following Quit India movement and hence majority of theleaders were imprisoned .

Again the communist ruled


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During war-time ceratin factors helped to enhance the status of thetrade unions in the country, namely,

(a) The government as well as employers launched number of labour welfaremeasures with a view to increase production of war materials and other essentialgoods and maintain high profits.

(b)Recognition to trade union was accorded by many employers.

This fact gave a moral strength to the unions.

(c)Ban was placed on the strikes and lockouts, during war-time,under the Defence of India Rules 8J-A, and all disputes hadto be referred to adjudication and their awards were enforced.

(d)A Tripartite Labour Conference was convened in 1942, for the first time,to provide a common platform for discussions and mutual understanding betweenthe labour and the employers.


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During war-time, the trade unionstrength grew from 420 in 1937-38 to865 in 1944-45; and the membership from 3.90 lakhs to 8.89Iakhs.

The later years of war witnessed an intense rivalry between the tradeunions, the AlTUC and IFL for primacy in the field of leadership.

Thus, by the end of the war there were: three principa1 political groups. in the :field:

The Communist dominating the AITUC;The Royist having a hold on the IFL andThe Nationalist and the Socialist trying to build up a labour front which waslimited to only two centres- Ahmedabad and Jamshedpur


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The Post independence period (1947 -2000):

Some people in AITUC had a different of opinion and they were against the goal

of AITUC

Hindustan Mazdoor sevak sang Consisting more of members of Textile labourassociation of Ahmadabad (ATLA) and Sardhar Vallabai patel with some moreunions moved out of AITUC and startedINTUC (Indian National TradeUnion Congress) May 1947

INTUC - New approach towards Labour- Free from hindrances- Development of Individual members- Eliminating social, political exploitation and inequality- Settle disputes in a democratic and peaceful way

The socialist who belonged to Hindustan Mazdoor sevak sang came out ofINTUC and started HMP (Hindustan Mazdoor Panchayat)

The HMP + IFL joined to form HMSHindu Mazdoor Sabha


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Again few members from HMS got separatedand formed UTUC ( United trade union congress)

The Unions stood separate and they disagreed to unite

AITUC again split as CPI & CPM

- CPI controlled AITUC

- CPM formed a new union called CITU ( Center of Indian trade Union)


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Some of the Major Trade Unions are :

INTUC Indian national trade union congress

AITUC All India Trade Union Congress

UTUC United Trade Union Congress

CITU Center of Indian Trade Union

NFITU National front of Indian Trade Union

BHS Bharatiya Mazdoor Sang

HMS Hindu Mazdoor Saba


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Code Of Conduct:

4 major TU adopted an Inter union code of conduct

Every employee in industry or unit shall have the freedom and right tooin a union of his choice

There shall be no dual membership of unions

There shall be unreserved acceptance of and respect for democraticfunctioning of TU

There shall be regular and democratic elections of executive bodies

Ignorance/backwardness of workers shall not be exploited by anyorganisation. No organization shall make excessive or extravagantdemands.

Casteism , Communalism and provincialism shall be removed my all

unions


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There shall be no violence, coercion, Intimidation in inter uniondealings

All central unions shall combat the formation or continuation ofcompany unions.

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