LEGAL ASPECTS OF COMPENSATION AND INDUSTRIAL RELATIONS Indian labor laws are the laws that regulate employment. These are broadly divided into 5 categories: working conditions, industrial relations, wages, welfare and social securities. Under the Constitution of India, Labor is a subject in the Concurrent List where both the Central & State Governments are competent to enact legislation subject to certain matters being reserved for the Centre. The Ministry of Labor and Employment has the responsibility
Executive Summary: Industrial relations is used to denote the collective relationships between management and the workers. Traditionally, the term industrial relations is used to cover such aspects of industrial life as trade unionism, collective bargaining, workers’ participation in management, discipline and grievance handling, industrial disputes and interpretation of labor laws and rules and code of conduct. The term industrial relations explain the relationship between employees and
Introduction The main purpose to write this essay is to analogize the differences in the field of HRM and IR. The Foundation of Industrial Relations and Human Resource Management is based on intense academic study. The essay is an endeavor to illustrate by scrutinizing their objectives and the viewpoints or the approaches of this field. The first part of the essay is an attempt to define HRM and IR and it further continues to explain the differences and similarities between the two. In the last
Employee industrial relations & strategic HRM Employee industrial relations and strategic HRM plays an important role in how the organization manages its resources. There are many aspects of industrial relations and strategic HRM that impact employees. Following are few major ones. Engaging employees: Employee engagement is very important aspect of Industrial relations and strategic HRM. Employee engagement means putting employees first. As mentioned in an interview with Gary Burkett (managing
Employment Relations Individual Essay Should managers or business owners be able to exercise their managerial prerogative without interference from the other actors in the employment relationship? Number of Words: 1304 In the modern time, managerial prerogative is an essential system for most society’s managers or business owners to run their business, managerial prerogative which is defined as the right of managers or business owners to make decision about all aspects of their business
formal industrial relations systems in India and comparing it to Australian industrial relations systems. Describing the views on how appropriate Indian industrial system is for modern industry and commerce. Executive summary: The determination of this report is to compare the industrial relationship system of India and Australia. The assessments provided here describes how appropriate Indian system is for modern industry and commerce. The conclusions gives a clear view of Industrial relations
5 Current industrial relations legislation The federal system IR for most Australian employers and employees, including Vitoria. Vitoria in the early 1990s to its general industrial relations to the federal jurisdiction, the country 's employees are still part of the federal labor relations system. 5.1 The Commonwealth Powers (Industrial Relations) Act 1996 The purpose of this act is to mention some matters related to the Commonwealth Parliament in Vitoria and career, including mediation and arbitration
understanding of human resource evolution from Industrial Relations (IR) tradition to Human Resource Management (HRM) has transpired to the present day. IR was considerably have two main division: labor management and mutual negotiation including the method of employment management (Kaufman 2001). The terminology from personnel management, or personnel administration and labor relations has been used by most writers represent IR or employment relations era. The evolving terms of both subject fields
Compare and Contrast “Industrial Relations” and “Human Resource Management” With the rapid pace of globalization, economic development and the more fierce competition among enterprises, the environment of employment is becoming more and more complex than in the past. The companies, no matter private or state-owned ones, have realized the significance of human resources which is the source of social wealth and plays a decisive role in its creation. The essay is concerned about comparing and contrasting
each one focusing on a particular aspect of UK capitalism, namely education and training, labour market institutions and wage-labour nexus, money and finance, and corporate governance. First and foremost, it must be pointed out that the category of LMEs is considered to be opposite to Coordinated Market Economies, both are drawn by Hall and Soskice on the basis of how the firms resolve the problem of coordination in five core spheres, that is, industrial relations, vocational training and education