Industrial relation means the relationship between employers and employees in course of employment in industrial organisations. However, the concept of Industrial Relations has a broad and narrow meaning. In a broad sense, the term Industrial Relations includes the relationship between the various unions, between the state and the unions as well as those between the various employers and the government. In the narrow sense, it refers to all types of relationships between employer and employees, trade union and management, works and union and between workers and workers. It also includes all sorts of relationships at both formal and informal levels in the organization. Relations of all those associated in an industry may be called Industrial Relations. According to International Labour Organisation, Industrial relations comprise relationships between the state on one hand and the employer’s and employee’s organisation on the other, and the relationship among the occupational organisations themselves. According to Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Industrial Disputes Settlement Machineries: Mediation and Conciliation
Mediation Mediation’s is a process available to the parties involved in contract negotiations by which an outside party is called in by union and management to help them reach a settlement. The neutral mediator does not ultimately resolve the dispute, but instead tries to move the parties towards agreement by maintaining communication and suggesting alternative solutions to dead-locked issues. The mediator’s function is to provide a positive environment for dispute resolution by drawing on extensive professional experience in the field of labor management interaction. The mediator must possess thorough knowledge of the issues, and an ability to innovate solutions to problems. The mediator must be an effective communicator, know the importance of timing and most of all, have the confidence and trust of the parties. A mediator must possess attributes such as integrity, impartiality and fairness. Conciliation Conciliation is a process by which representatives of workers and employers are brought Continue reading
The Skills and Knowledge of Succesfull Negotiators
Negotiator is the key person for the profitable survival of the organization in a competitive world. Negotiation as an art requires certain inherent qualities of an individual that makes the negotiator more dynamic and natural. Skillful managers must assess many factors when managing international business negotiations. The successful management of intercultural negotiations requires that manager go beyond a generalized understanding of the issues and variables involve. The negotiator must have the knowledge about the following things. Value: Business negotiators must make sure that they have an intelligent understanding of the facts that are the basis for any negotiation. Failure to gather & understand the relevant facts that support optimal deal making will result in a failed negotiation or negotiations where value or resources are left on the table. Process: Any negotiation that does possess a vigorously defined negotiation process and lacks a management infrastructure runs the risk of a sub-standard Continue reading
Role of Job Analysis in Human Resource Management
The purpose of a job analysis in human resources is to collect information about a job by analyzing the duties, responsibilities, tasks and activities of the job. A job analysis should identify the types of technologies and equipment that are to be used on the job and point out the types of education and experience that are required for the job to be done successfully. This information is used to prepare a job description, which states the specific duties and responsibilities of a person in the job. Human resource managers also use the job analysis data to conduct other human resources activities, such as recruitment and selection, performance evaluation, and the design of training and career development programs. To successfully plan for the future, organizations working on a strategic plan need to conduct a job analysis for their current positions and possible future positions. This will help them to determine Continue reading
Approachs to Ensure Employee Discipline
Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of employee discipline. No organization can prosper without employee discipline. Discipline has been a matter of utmost concern for all organizations. Maintenance of effective discipline in an organization ensures the most economical and optimum utilization of various resources including human resources. Thus, the objective of discipline in an organization is to increase and maintain business efficiency. Effective discipline is a sign of sound human and industrial relations and organizational health. The different approaches to employee discipline include,(i) human relations approach, (ii) human resources approach, (iii) group discipline approach, (iv) the leadership approach, and (v) judicial approach. The employee is treated as human being and his acts of indiscipline will be dealt from the viewpoint of values, aspirations, problems, needs, goals behavior etc. Under human relations approach the employee is helped to correct his deviations. The employee Continue reading
Different Approaches to Training Needs Assessment
What is Training Need Assessment? “A training need exists when an employee lacks the knowledge or skill to perform an assigned task satisfactorily. It arises when there is a variation between what the employee is expected to do on the job and what the actual job performance is.” To pinpoint the range of training needs and define their content, the HR department uses different approaches to needs assessment. 1. Survey: Survey the potential trainees to identify specific topics about which they want to learn more. It suggests that trainees are more likely to be receptive to the resulting programs when they are viewed as relevant. The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting. 2. Group recommendation: The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting. i. Group Continue reading